Pros vs Cons Working from Home or Working in the Office

Following the COVID-19 pandemic, many companies are beginning to offer Working From Home (“WFH”) arrangements for their employees.  This article will outline the pros and cons associated with WFH and working in the office.  It is important to understand the pros and cons of each arrangement, as it can help employers make informed decisions, regarding which approach is best suited for their company, as well as their employees.   

 WFH Arrangements – Pros:  

In some cases, WFH arrangements can increase productivity and focus.  Without distractions and interruptions from a busy office environment, employees who WFH may be more productive than they usually would be in the office.  

Additionally, WFH arrangements can  provide greater flexibility for employees.  With employees working from home, they may start/finish earlier than their usual working hours or choose to work through their lunch break for occasional personal appointments or commitments.  However, it is important to refer to modern award provisions regarding ordinary span of hours and breaks to ensure compliance.  

Further, another positive for WFH arrangements includes reduced commuting and work-related expenses.  Generally speaking, WFH arrangements can save employees on vehicle expenses (i.e. insurance, maintenance and fuel).  Additionally, WFH can save employee’s money on bus, train or ferry fares, if they use public transport.  Further, it is important to note that with employees catching public transport commuting to work, there is an increased likelihood of employees being late to work (i.e. due to missed busses, traffic or delayed and/or cancelled transport).  With WFH arrangements, employees are more likely to be punctual for work.  

Moreover, WFH arrangements are also likely to increase an employee’s work-life balance and as a result increase job satisfaction.  

WFH Arrangements – Cons:  

Although, WFH arrangements can be beneficial, it is important for employers to understand that these types of arrangements also have cons associated.  

Employees who WFH for a long period of time, may begin to feel isolated, due to a lack of social interaction which can increase risk to the company.  Generally speaking, a lack of conversations or collaboration, may create a sense of disconnection, making it difficult for employees to feel part of a team.   

It is important to note, WFH arrangements may tend to make employees more exposed to distractions resulting in lower productivity.  Distractions such as family or household members, pets and electronic devices are some factors which may impact an employee’s concentration and productivity.  

Additionally, WFH arrangements may also lead to communication challenges or technology challenges.  WFH arrangements may also increase costs for employees, particularly if they do not obtain the required equipment to perform their job (i.e. monitor, keyboard, appropriate desk and chair etc).  

Further, offering employees the opportunity to WFH can expose employers to safety liabilities such as if an employee is injured at home during work hours as health and safety obligations may still apply.  Additionally, WFH also increases psychosocial risks such as isolation and poor work-life balance.  

Working in Office – Pros:  

Working in the office offers a structured environment for employees, as it assists employees in forming routines, which may increase productivity.   

Additionally, working in the office provides employees with the opportunity to collaborate with colleagues in person rather than online.  It is important to note in-person collaboration can increase communication, decision-making and engagement.  Additionally, in-person collaboration can also increase workplace relationships contributing to team cohesion.  

Further, employees working in the office have full access to resources and immediate support.   More specifically, resources may refer to office equipment such as printers, scanners and stationary.  Whereas immediate support may refer to support from management, colleagues and IT support staff.  

Working in Office – Cons:  

 Although, working in office can be beneficial, it is important to note that there are also cons associated with this arrangement. 

 Generally speaking, commuting to work is often stressful and time consuming.  Additionally, with commuting to work, there is the possibility of employees being late to work due to traffic congestion or delays.  

 Further, employees working in the office are more exposed to office distractions and have limited control over their work environment.   

HRBA’s recommendations: 

 Through considering employee wellbeing and the need for flexibility, many companies are adopting hybrid work models which combine working in office and working from home.  This model allows companies to create a more balanced and adaptable working environment for their employees.  With that being said, HRBA recommends that companies offer hybrid work models where possible. 

 It is important to note that, the Victorian Government, led by Jacinta Allan, is pushing to legislate work from home arrangements, if passed by Parliament.  Jacinta Allan has explained that if a job can “reasonably” be done from home, employees would have the legal right to do so for at least two days a week.  

Prior to offering employees the opportunity to work from home, employers should consult the applicable modern award (or Enterprise Agreement if applicable), Employment Contract/s and the Policy and Procedures Manual relevant to the company.  This is because there are serious risks associated with not properly establishing a WFH arrangement. 

Additionally, it is important to note a WFH arrangement differs from a Flexible Working Arrangement (“FWA”), as an individual must meet the criteria to be eligible for a FWA, as per the Fair Work Ombudsman’s guidelines.  WFH arrangements can form part of a FWA or a WFH arrangement may be seen as a standalone benefit the company is offering and is generally agreed upon between an employer and employee.   

With that being said, you may wish to provide employees with a WFH letter, outlining the specifics such as effective date and duration (i.e. temporary or ongoing), WFH days and hours, work expectations etc.  Additionally, we recommend including an acknowledgement at the end of the letter.  

Further, when offering employees the opportunity to WFH, employers should ensure a safe and ergonomic environment for their employees.  With that being said, employers may wish to implement a WFH policy and checklist.  Not to fear though, HRBA have you covered with a range of template documents available including but not limited to a WFH Policy, WFH Checklist and WFH letters. 

For further information contact the team at HR Business Assist today!  

HR Business Assist | P 1300 138 551 | E support@hrbusinessassist.com.au