The Remote Work Debate: Finding the Right Balance

Many businesses have started requiring employees to return to the office for at least part of the week, with major companies like Boots and Santander leading the charge. While some organisations view this shift as essential for collaboration and company culture, it’s not without its challenges.

For employers looking to bring teams back into the office, a clear rationale is crucial. Without it, mandating attendance risks employee dissatisfaction, retention challenges, and even legal issues, such as indirect discrimination claims. Some employees may argue that remote work has become an implied term in their contracts, making enforced returns a potential legal grey area.

A more effective approach? Incentivising office attendance. Creating an inviting, well-equipped workspace with quiet zones for focus, social spaces for team bonding, and engaging in-office events can make the return-to-office experience more appealing.

Handling workplace complaints

Recent high-profile scandals at the BBC have underscored the importance of swift action in handling workplace complaints. Allegations of inappropriate behaviour—whether verbal, physical, or sexual—require immediate and thorough investigation. The legal landscape has also shifted, with new laws placing greater emphasis on preventing sexual harassment in the workplace.

Timely communication is key. While a fair and impartial investigation must always be conducted, keeping victims informed of the next steps and meeting internal deadlines is just as critical. Delayed responses can be perceived as protecting the accused—particularly if they hold a senior or public-facing role—leading to heightened legal risks and lasting reputational damage.

The cost of pay disparities

Equal pay disputes have historically been more common in the public sector, but 2024 has seen them make waves in private companies as well. High-profile cases against major retailers such as Next and Asda have brought renewed attention to pay equality, particularly in roles where women and men perform work of equal value but are paid differently.

Employers should take proactive steps to review internal pay structures regularly, ensuring all employees are compensated fairly. If concerns arise, open and honest communication is vital. Failing to address these issues not only increases the risk of legal claims but can also damage an organisation’s reputation and ability to attract top talent.

Looking ahead

While the implementation of most of the measures introduced by the much-anticipated Employment Rights Bill has been delayed until 2026, this doesn’t mean that 2025 will be a quiet year. Several consultations on some of the Act’s key proposals are expected, meaning businesses should keep an ear to the ground to enable forward planning for the changes when they do arrive, and can also contribute to the debate should they wish to do so.

Keeping a close eye on evolving legislation, fostering a positive workplace culture, and maintaining open communication with employees will be critical for businesses navigating the future of work.