The recent BBC Panorama episode “Should we still be working from home?” has thrown a spotlight on one of the most contentious workplace debates of our time. Since Covid-19 transformed our working patterns, we’ve seen an unprecedented shift in how Britain works – but as the dust settles, some uncomfortable truths are emerging.
While the Office for National Statistics reports that 13% of UK workers now never commute to work, there’s a growing disconnect between what employees want and what businesses actually need to thrive. The conversation seems to have shifted from “how can we make this work?” to “this is how I want to work” – often without considering the broader implications for business operations, team dynamics, and long-term sustainability.
Particularly for smaller organisations, the reality of remote work isn’t living up to the promise. These businesses are finding that having their teams present in the same space isn’t just about control or tradition – it’s about essential collaboration, maintaining company culture, and ensuring efficient day-to-day operations. Yet when businesses try to address these challenges, they’re often met with resistance from employees who’ve come to view remote working as a right rather than a privilege.
Speaking from personal experience, the thought of working from home every day would drive me up the wall! And I’m not alone. While flexible working certainly has its place in modern business, we need to have an honest conversation about balancing individual preferences with business necessities. After all, a business can only provide job security and growth opportunities if it’s operating effectively.
Let’s explore why this balance has become so skewed, and why some organisations are pushing back against the ‘work from anywhere’ narrative in favour of what actually works for their business survival and success.at the evidence from both sides, and try to understand why this debate has become such a hot topic in boardrooms and living rooms across the country.
What’s Actually Going On?
The working world has been turned on its head since the pandemic, and the numbers tell quite a story. 13% of UK workers have completely ditched the office commute, but that’s just the tip of the iceberg. While employees celebrated the end of rush-hour traffic and expensive meal deals, businesses started noticing some cracks in the work-from-home dream as profits dropped, wage increases were enforced, and some were even forced to close their doors for the last time.
Here’s where it gets interesting: many companies, especially smaller ones, are finding that their carefully built team culture is starting to fray. We’re seeing teams that used to buzz with energy now struggling to maintain that spark through video calls. Those who are new to the workforce who should be learning from experienced colleagues are instead stuck in their spare rooms, missing out on those crucial “on the job” learning moments.
The ONS is waving some red flags too. The UK’s productivity is lagging behind our European neighbours, and we’ve got 3.7 million people signed off work, with mental health issues cited as the main reason. It’s a bit of an irony – working from home was supposed to make us all happier and more productive, but for many, it’s having the opposite effect and these figures cannot be ignored.
And here’s the kicker – while some employees are threatening strike action over return-to-office policies (yes, really!), businesses are scratching their heads wondering how they got to a point where their operational needs became secondary to personal preferences. It’s not just about where people work anymore; it’s about the fundamental relationship between employers and employees, and whether the pendulum has swung too far in one direction.
Small businesses, which make up the backbone of the UK economy, are particularly feeling the pinch. They’re finding that those spontaneous problem-solving chats and natural mentoring moments – the stuff that helps businesses grow and innovate – just doesn’t happen as organically when everyone’s scattered across different postcodes.
Why Bosses Want You Back
Business leaders aren’t just being nostalgic for the good old days of packed offices and water cooler chats. They’re looking at some pretty sobering facts.
Here’s the thing – it’s not about trust or control like people assume it is. When Lord Stuart Rose (who knows a thing or two about running successful businesses) says we’re damaging young people’s development and mental health, he’s not just blowing hot air. The evidence backs him up.
And let’s talk about fairness. When you’ve got factory workers, retail staff, or customer service teams who have to be on-site, how do you justify letting head office staff work from their sofas? It’s creating a two-tier workforce that’s not doing anyone any favours.
The reality is, bosses aren’t asking people back because they’re power-hungry dinosaurs. They’re doing it because they’re seeing their businesses struggle to maintain the collaboration, innovation, and team spirit that helped them succeed in the first place. When 80% of employers have now put in place policies about office attendance, they’re not following a trend – they’re responding to a genuine business need.
It’s not about forcing everyone back five days a week (though 37% of employers are heading that way). It’s about finding a balance that works for the business as a whole, not just individual preferences. After all, without a successful business, there won’t be any jobs to do from home anyway.
Why Working From Home Can Be Tough
Working from home isn’t all cosy pyjamas, daytime tv, and fancy coffee breaks. I’ll be honest with you, I really hate working from home! Having my office allows me to have a separate place to work so I can actually relax at home. It works perfectly for me as I like being around people and plus, my team prefer having that space for the same reason.
Here are the most common things I hear about remote working arrangements from my clients:
- People are feeling pretty lonely and disconnected
- Mental health’s taken a hit
- Some employees are working weird hours just to prove they’re actually working
- It feels a bit unfair when some people have to come in and others don’t
Hang On, It’s Not All Bad
Professor Nicholas Bloom from Stanford University, stated that three days in the office can work just as well as five. Justin Madders (the employment rights minister) says working from home can actually be better for getting stuff done and keeping people happy.
What’s Actually Working?
Take my company Rebox HR for example – we initially planned to go totally remote but ended up with an office because the team wanted somewhere to work and collaborate together. There are the occasions where the cars are in the garage, or it’s the school holidays for Faye, but we both share a dislike working from home and we are so pleased when we get back together.
It shows that sometimes the best solution is somewhere in the middle.
The Good, The Bad, and The Comfies…
The Good Stuff About WFH:
- Reduced cost of commuting
- More time for living
- Can work in your comfy clothes
- Better for the planet
- Companies can hire people from anywhere
The Not-So-Good Stuff:
- Harder to bounce ideas around (yes, we’ve all had enough of those Zoom calls)
- Can get pretty lonely
- Tough for newbies to learn the ropes
- Missing out on office banter
- More are struggling with their mental health
So What’s The Answer?
Look, there’s no perfect solution here. But maybe it’s not about being totally remote or totally office-based. Maybe it’s about finding what works for both the business and the people in it.
Employees need to be more open minded and not just think about their own circumstances, but also what is the best options for the business. Business leaders need to manage expectations more effectively and have solid justifications for their decisions.
The Bottom Line
At the end of the day, we need to figure out how to keep businesses running while keeping people happy and healthy. Some office time helps – especially for those entering the wrokforce who need to learn from the experienced employees. But forcing everyone back full-time might not be the answer either.
What’s clear is that one size definitely doesn’t fit all. Whether you’re team office, team home, or somewhere in between, the key is finding what works for your team and your business – whatever that looks like!
Have you seen the BBC Panorama programme? What are your thoughts? Should we go back to work, or is hybrid working well in your business? Let me know in the comments!
Natalie Ellis HR 