How to make "Hybrid Working" work for your business

This blog was developed from NIG Risk Assist to inform you of the risks of hybrid working. Use this guide to ensure all employees are supported and adapted to working from home to minimise risks.

The impact of pandemic restrictions caused many employers to adopt a "working from home" policy, later evolving into hybrid working, as the only option to keep their business operating.

Although for many, this new way of working was adopted over a relatively short period, it was surprising how both employees and employers were able to quickly adapt to such a significant change in working culture.

It soon became clear that jobs could be efficiently performed remotely without employees being based in the same office. Many organisations also found employees were actually working more productively, with reduced costs for the business.

A significant part of this was due to technology advancing over the last few decades, allowing employees to be based almost anywhere in the world and still work effectively as part of a team.

Successful remote working is not just about technology — staff wellbeing is of vital importance and is more difficult to manage when employees are not on site and accessible on a daily basis. Employers therefore need to ensure they can effectively monitor the wellbeing of their hybrid workers and provide appropriate support where needed.

Future Trends in the Way We Work

Many staff who worked successfully at home during pandemic restrictions are now reluctant to revert fully to office-based work. This is partly because hybrid working allows them to manage their home and work life in a way that suits them.

Escalating fuel prices have increased commuting costs, and combined with travel time, many employees consider leaving their job for an employer who actively supports flexibility around the working week.

Recent research shows that fully remote work is declining, but there is also little desire for a full return to the office. Many organisations now favour a hybrid approach — a form of flexible working where the week is split between the workplace and another location, usually the employee's home.

How Flexibility Benefits Employers

The benefits of flexible/hybrid working for employers include:

• Retaining experienced staff who might otherwise leave for more flexible employers

• Attracting candidates who require flexible working arrangements

• Employees given freedom to work flexibly are more likely to be committed and engaged

• Reduced absenteeism, as employees can work around other commitments

• Greater flexibility in meeting customer requirements, particularly with global organisations across different time zones

• Reduced overheads as fewer workstations are required

It is worth remembering that employees with at least 26 weeks’ continuous service have the right to request flexible working, including working from home. Employers have a duty to handle all requests reasonably (see Flexible Working – a guide in the HR A-Z Guidance).

Solutions to Successful Hybrid Working

Hybrid working has challenges, and considering employee welfare is crucial for success. To retain hybrid workers and prevent them from leaving for more flexible employers, you must support their wellbeing.

When all employees work in the same location, informal chats and observations help managers assess wellbeing. With hybrid work, where team members work irregular hours and in different locations, this requires more planning. Regular communication and involving employees in decisions about how to communicate individually and as a team is vital.

Some hybrid workers work excessively long hours because they feel the need to constantly log in to show they are working, sometimes referred to as ‘virtual presenteeism’. Managers should help employees manage boundaries between work and home life.

Supporting Emotional and Physical Wellbeing

Managers should provide support and guidance to maintain employee wellbeing at home. The NHS recommends:

• Establish a routine, including agreed start and end times

• Get dressed daily as if attending the office

• Take breaks away from screens

• Stay in touch with colleagues via phone or video calls

• Follow organisational health and safety guidelines for home working setups

• Stay active, take walks, or do simple exercises during breaks

Managers can also encourage wellbeing by:

• Maintaining regular contact through calls or virtual meetings

• Setting clear expectations for availability, communication, and performance management

• Informing staff when logging off to avoid setting an expectation of long hours

• Providing regular updates and communication to prevent isolation

• Encouraging walking meetings, video calls, and flexible working hours

• Allowing time for one-to-one meetings and informal conversations

• Checking that annual leave is being taken

Also see in the HR A-Z Guidance: Health and Wellbeing at Work – Providing the Right Support, and Remote Working.

About Talbot Jones

Talbot Jones Ltd is a family-run Chartered Insurance Broker specialising in Third Sector and Professional risks. Get in touch for free insurance advice, review, or quotation.

Talbot Jones Ltd incorporates March Insurance Services, a Chartered Insurance Broker specialising in Agricultural and Hospitality Risks.