Experts caution moves to end remote work, saying resignations will follow

Forcing workers back to offices full-time would severely disadvantage several groups, experts argue. See tips to negotiate a flexible arrangement.

The push to get workers back to the office is expected to escalate this year, sparking fears some Aussies will have no choice but to quit their jobs.

Experts say the end of remote work arrangements would unfairly disadvantage neurodiverse employees, working parents and those struggling to afford the commute and other costs involved in working onsite.

Resignations will be inevitable if a suitable compromise cannot be found, says workplace expert Matt Loop.

“Employees do still reserve the right to leave an organisation … if it doesn’t align with their values (around wanting to continue to work remotely),’’ says Loop, vice president and head of Asia at workplace management platform Rippling.

“And certainly that will happen.

“At a time when the cost of living is very high and plenty of Australians are doing it tough, the prospect of leaving a job is a scary one.’’

Matt Loop, vice president and head of Asia at workplace management platform Rippling, says people will leave jobs if made to return to the office full time.

Significant consequences

The showdown between employers and staff over remote work conditions will continue this year, Loop says, as more companies introduce policies requiring their workers on-site.

Earlier this month, Amazon staff were forced to return to their workplace full-time, ending a previous office attendance requirement of three days a week.

Tabcorp, Dell and Flight Centre have all announced similar full-time in-office directives.

When it comes to hiring, Loop says employers are prioritising jobseekers willing to work onsite, with Rippling’s own research revealing more than half of Aussie bosses hesitate to recruit those who won’t commit to being in the office full-time.

But the onerous workplace requirements will have significant consequences for some employees, including carers and those from neurodiverse or low-socio-economic backgrounds, Loop says.

He urges anyone adversely affected to approach their boss to negotiate a more favourable solution.

“If a business were to move from three days in office to five days (in office) then there could still be flexibility around business hours,’’ Loop says.

“Perhaps (organisations) would be accommodating and say you can come into the office at 10 o’clock in the morning because we know you … need to do (school) drop-off.’’

Experts say the end of remote work arrangements would particularly disadvantage neurodiverse employees, working parents and those struggling to afford the commute and other costs involved in working onsite.

Supporting workforce inclusivity

Neurodiverse worker Hugo Welke, people experience lead (ops and design) at Canva, is among those who would struggle to manage a full-time return to the office.

Welke has ADHD and says Canva’s remote and hybrid work conditions – with no mandated in-office days – have been a “game changer’’ for his productivity.

“On days when my focus is sharp and I’m ready to dive right into tasks, I can skip the morning commute and get started from home, avoiding potential distractions,’’ he says.

“On other days, when I’m craving social interaction or have collaborative workshops schedules, heading into the office gives me the chance to connect with my teammates face-to-face.

“This hybrid set up is especially helpful given the fluctuating energy and focus that comes with ADHD and medication management.’’

Neurodiverse worker Hugo Welke says he would struggle to work from the office every day, but loves his hybrid set up.

Jasmina, cyber threat intelligence lead at Canva, says the ability to work from home a couple of days a week had reduced the frequency and severity of her chronic fatigue flare-ups.

Colleague Jasmina, who works as a cyber threat intelligence lead and does not want her surname disclosed, has been diagnosed with ADHD, autism and chronic fatigue.

She says avoiding the chaotic commute into work has reduced the frequency and severity of her chronic fatigue flare-ups.

“That said, I love heading into the office once or twice a week to break the inertia of working from home, where I sometimes skip breaks or work extra hours because I’m on a roll,’’ Jasmina says.

“Being able to switch up my environment based on how I’m feeling day-to-day is the best way to manage my neurodiversity, which doesn’t work on a predictable schedule.’’

Canva head of people experience Charlotte Anderson says flexible working conditions have allowed the graphic design platform to employ a more inclusive workforce.

“Parents and caregivers in our team value the ability to create schedules that work best for their families while staying connected and achieving goals,’’ she says.

“Similarly, neurodiverse team members or those with accessibility needs appreciate being able to work in spaces that feel most comfortable and productive for their personal preferences and needs.’’

Arguing your case

Career expert Sue Ellson advises those seeking flexible work arrangements to do their homework and prepare arguments that support their case.

She urges workers to consider not only their own personal requirements but also the needs of the company.

“Just as you would prepare before a performance review, if you are wanting to renegotiate your work arrangements, preparation is key – and having some back up options could also be helpful,’’ she says.

“There needs to be a `whole person’ view and a `whole workplace’ view. Conversations and communication are key.

“You may (also) like to speak to an employment lawyer as they may have a different perspective.’’

Who can request flexible work arrangements?

Under the Fair Work Act, employees who have been with the same employer for at least a year can request flexible work arrangements – including the ability to work remotely – if they:

• Are pregnant;

• Are the parent or caregiver of a child who is of school age or younger;

• Are a carer;

• Have a disability;

• Are 55 years or older;

• Are experiencing family and domestic violence; or

• Are caring or supporting an immediate family or household member who is experiencing family or domestic violence.

Originally published as Experts caution moves to end remote work, saying resignations will follow