We have our say in the Business section of the Irish Examiner this weekend about the trend of everyone back in the office.
What effect will this have on EDI in the workplace?
Read the full article here:
Flexible Work in Ireland: A Post-Pandemic Perspective
In Ireland, before the pandemic, flexible recruitment agency, Employflex struggled to explain what flexible work was and how it could allow companies to get access to an untapped talent resource. ‘Despite the competitive advantage that it could afford organisations, there was a lot of push back from companies, who, either through ignorance or misinformation, were afraid to embrace flexible work.’ Karen O’Reilly, founder of Employmum and Employflex notes.
‘Covid 19 did us a favour in that respect and companies are now more open to having the conversation around flexible work. Most office-based organisations were abruptly forced into a remote work landscape 5 years ago and learnt that flexible work, despite the pre pandemic reluctance, could be a game changer, in a very positive way’
The Need for Clarity Around Flexible Work Terminology
However, despite its widespread adoption, confusion remains over what flexible work actually means. Terms such as remote work, hybrid work, compressed workweeks, job-sharing, and flexible hours are often used interchangeably, creating confusion for both employers and employees.
Standardising definitions would provide greater transparency in job postings and employment contracts, ensuring both parties understand what flexibility is actually on offer.
‘We see many roles being advertised as remote, when in fact, the employer requires the person to be in the office for 2-3 days per week. This is not going to work if the job is in Dublin, and someone lives in Allihies for example.
There have been many conflicting reports in the media lately stating that remote work is on the rise or on the decline, mainly because of the ambiguity around the terminology.
The truth is that 100% remote jobs are scarce on the ground – even though there is an enormous appetite for them from the employee’s perspective, employers are not so keen to relinquish control, as they see it.
On the other hand, hybrid is a very popular option for both employee and employer and seems to be here to stay.
Who is Using Flexible Work Arrangements?
Employees have had a taste of flexible work now and are very reluctant to give it up but the cancellation of EDI policies and the blanket Return to Office driven by the ‘broligarchs’ in the US is very worrying, particularly for Irish people working in Multinationals.
‘We are seeing a huge upsurge in candidates registering with us and seeking flexible work here at Employflex as people are predicting they will all be called full time back into the office soon. We spoke to one candidate this week who works for a large tech company and has been working from home for the last 17 years, his team is in the US and his boss is in Paris. Now they want him back on site in Cork for the first time ever. It just doesn’t make sense and is very frustrating’
Flexible work has become a necessity for a diverse range of workers, from parents and caregivers, to physically or intellectually disabled or to professionals seeking better work-life balance. Pulling the rug out from flexible work offerings is going to see your diverse workforce seek employment elsewhere.
‘We believe that indigenous SMEs in Ireland can gain competitive advantage now in the war for talent by offering flexible work and marketing themselves as genuinely family or flex friendly. It’s a great opportunity for companies to snap up the best talent, especially in industries which lend themselves quite well to flexible work, like finance, tech or design.’ O’Reilly observes
‘Any company serious about their EDI policies needs to be serious about offering authentic flexible work.’
The Future of Work: What Lies Ahead?
The future of flexible work in Ireland depends on lots of factors, including government policies and more importantly, the cultures of organisations. Unfortunately, the new laws around the Right to Request Flexible and Remote work have been exposed as having no real teeth and favouring the employer.
While the new laws provide a structured avenue for employees to request flexible and remote working arrangements and promotes dialogue between employers and employees, all cases brought before the WRC since it’s inception have been won by the employer.
‘From what we are hearing from younger people in the workplace is that they welcome hybrid work arrangements and like going into the office for part of the week. They recognise the importance of in-person interactions for career growth and sociability. There isn’t much craic for someone in their twenties to be working from their bedroom in a rented house on their own, day in/day out.’
Much of what is learned is from a process of osmosis in an office environment, which simply does not happen when you work 100% remotely.
In contrast, older employees, especially Mothers, favour WFH arrangements where they can organise their work life around family life, ditch the commute and lean in towards the holy grail of a better work-life balance. They have done their training in the office, know their jobs well and are not looking to go for pints on a Thursday night after work. They are also what companies seek in terms of experience, mature skillset and work ethic and are most likely to remain loyal to their employer and not head off to Australia next week.
The availability of flexible work has without a doubt changed the Irish workplace, benefiting both employees and businesses. However, without clear policies and a commitment to EDI policies, these changes will be eradicated. As organisations reassess their post-pandemic strategies, it is crucial to ensure that flexible work remains an option for those who need it most. The conversation around work in Ireland must now shift toward long-term sustainability, clarity, and above all, fairness in flexible work policies.