Category Archives: Remote Working

Career Development, Careers, Europe, European News, News, Remote Working

Out of Sight, Out of Promotion: Workers Worry Distance Dulls Career Prospects

Over a third of European workers worry that a lack of in-person visibility hurts their career progression, according to new data from Deel

 

London, UK, July 2 – New research shows a growing wave of anxiety amongst office workers. As more firms order workers back to the office, more than a third (36%) of European workers worry that being ‘out of sight’ means that they are ‘out of mind’ when it comes to career progression or advancement opportunities, a figure which is even more pronounced in the UK (40%).

The research, conducted by global payroll and HR company Deel, reveals that workers may feel more forced to spend time in the office than they would like too. According to the data, European office workers believe that being fully remote would hurt their chances at promotion (38%), with UK workers feeling this most acutely (46%), closely followed by those working in Germany (41%).

It’s clear that in the UK, workers are planning their lives around their careers. Despite an eagerness to move further away from the office to live closer to family (30%), reduce rental or mortgage payments (33%) and to live closer to the countryside (36%), more than half of UK workers (52%) are still planning where they live based on proximity to the office.

In Europe, only 36% of workers said where their office was located had no bearing on where they chose to live, dwarfed by the 52% who said that living even an hour away would make them feel anxious.

According to platform data from Deel, workers’ feelings around proximity to the office closely mirror hiring strategies. Last year, domestic hiring – hiring within the same country – on Deel’s platform grew 104%.

 

Tension brews between employees and bosses

In spite of these feelings, employees are open to compromise, and many say they’re even happy to work across multiple time zones to meet their bosses’ demands. But the challenge is that business leaders are much less willing to flex.

60% of European business leaders surveyed cite a clear preference for hiring talent within their own time zone, whilst 58% would like them to live within a commutable distance from the office. Part of this stems from a sense of distrust, as 24% of business leaders don’t feel confident that cross-border workers would be willing to adjust to local hours.

This growing disconnect between worker flexibility and employer caution is creating a new challenge. Whilst 39% of business leaders admit that hiring talent closer to the office gives them greater control over their workforce, more than half (51%) acknowledge that this is making it harder to find the skills needed to fill open roles this year.

Dispelling the doubts of bosses, nearly two-thirds (61%) of European employees would be willing to start two or more hours earlier if it meant getting to work for a business in another region, with only slightly fewer (60%) saying the same about logging-off two or more hours later.

 

Matt Monette, UK Country Manager at Deel, said: “Companies that struggle with local skill gaps can’t also be resistant to widening their hiring pools. If the right people aren’t in the same city, or even country, that’s no reason to discount how valuable their skills can be from afar. Given the willingness among workers to flex their working hours, bosses need to be taking advantage by looking beyond borders to fill crucial roles.

“Most importantly though, is instilling a culture of trust and recognition. Employees should not feel anxious about living far away from the office. Nor should they be worried that their hard work won’t be rewarded. The world of work is changing, and we need to empower teams to work hard, wherever they may be located, giving them the tools, mentorship and training that they need to succeed.”

 

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Methodology

 

Employees

The research was conducted by Censuswide, among a sample of 4000 Office employees across the UK, Germany, Sweden, and France. The data was collected between 06.10.2025 – 12.06.2025. Censuswide abides by and employs members of the Market Research Society and follows the MRS code of conduct and ESOMAR principles. Censuswide is also a member of the British Polling Council.

 

Business Leaders

The research was conducted by Censuswide, among a sample of 1000 18+ business leaders in the UK, France, Germany, and Sweden. The data was collected between 06.06.2025-11.06.2025. Censuswide abides by and employs members of the Market Research Society and follows the MRS code of conduct and ESOMAR principles. Censuswide is also a member of the British Polling Council.

Connectivity, Remote Working

Cafés Crack Down on Remote Workers—NETGEAR Offers a Smarter, More Secure Alternative

Working from your favourite café might soon be off the menu. Across the UK and Europe, coffee shops are enforcing strict policies, banning laptops during busy hours, imposing time limits on tables, charging for WiFi access, or even switching off WiFi altogether. In this growing post-pandemic backlash against so-called “laptop squatters”—those lingering for hours with a single drink—remote and hybrid workers are getting caught in the crossfire, left with nowhere to go but the sofa, kitchen table, or a spotty mobile hotspot.

With more than a quarter of UK adults now working in hybrid roles, according to the Office for National Statistics, remote professionals face a new reality: café-based working is no longer guaranteed.

However, as spring blooms and workers seek to soak up the sunshine, NETGEAR offers a new way to work remotely—no café or patchy public WiFi required.

BYOW: Bring Your Own WiFi

Designed for today’s flexible work culture, the Nighthawk M3 Mobile Router delivers secure, reliable, high-speed 5G internet on the go. Powered by Qualcomm, WiFi 6 technology ensures speeds of up to 2.5Gbps, for up to 32 devices.

Whether you’re sending emails from a quiet train carriage, hosting a video call from the park, or working from an Airbnb, the M3 is a powerful, portable solution for staying productive wherever the workday takes you, with zero compromise.

  • Work Anywhere, Anytime: High-performance 5G internet with WiFi 6—ideal for the commute, airport lounges, a holiday rental, or wherever inspiration strikes.
  • Worldwide Coverage: Enjoy uninterrupted WiFi in 125+ countries and easily swap SIM cards and data plans—perfect for flexible workers who don’t want to be tied to one spot.
  • Built-In Security and Privacy: Avoid the risks of unsecured public WiFi with enhanced security across all connected devices.
  • Reliable Performance: More powerful, and far more secure, than phone tethering, the M3 delivers speeds up to 2.5Gbps. Connect up to 32 devices without draining phone battery.
  • Long-Lasting Battery Life: Built for long days away from power sources, get up to 13 hours of working time on a single charge.
  • Expanded Coverage When Needed: Plug in without the battery to unlock up to 1,000 sq. ft. of extended WiFi coverage.
  • Doubles as Home Backup: Keep smart devices online 24/7, even during outages.

 

Consumers can find more information here.

HR, HR News, Hybrid Working, News, Pay & Reward, Remote Working

UK risks losing Gen Z talent to higher-paying global competitors

New Deel data shows the UK falling behind in salary growth for Gen Z

London, UK – April 2, 2025: Four-in-five (81%) Gen Z workers in the UK would consider working remotely for a company outside of the UK if that meant greater salary opportunities, according to new research commissioned by global HR and payroll firm Deel.

The research, which also shows that over half (51%) of full-time Gen Z employees in the UK will prioritise fully-remote arrangements when looking for their next role, suggests UK businesses are at risk of losing Gen Z talent to international competitors. In fact, nearly two-thirds (64%) of Gen Z-ers in full time work admit to being likely to prioritise pay over proximity to HQ when looking for their next job role.

This comes as new platform data from Deel reveals that wage growth for UK Gen-Zers is lagging behind other markets.

In 2024, globally, Gen Z workers received the biggest salary increases (9%), outpacing Millennial (7%) and Gen X (5%) peers as employers increasingly recognised how their digital skills and comfort within distributed teams could create value.

However, the UK is bucking this trend. Instead, Millennial and Gen X workers saw the strongest salary increases (8% and 6% respectively), leaving Gen Z workers (5%) behind in the wage race.

And it’s not going unnoticed – 64% said they felt older colleagues received better benefits and opportunities than people their age.

 

Demystifying Gen Z demands

It’s clear that pay is a top motivator for Gen Z employees. But it’s not just salary growth that’s front of mind.

The research highlights that flexibility is still incredibly important to this generation, with 63% admitting that they’d be looking for a hybrid role when it comes to their next opportunity. What’s more, Gen Z are also willing to meet their employers in the middle.

Workers are willing to extend ‘flexibility’ beyond whether it means being physically in an office. Over a fifth (21%) would be willing to work ET hours (GMT–5), only slightly less than  the share who would only work local hours (24%), highlighting the threat international companies pose as competition for talent. European businesses would be the biggest winners, as 45% of Gen Z workers in the UK would be happy to work in any continental timezone.

 

“The message is loud and clear: Gen Z are acutely aware of their immense value in the marketplace and expect their pay and benefits to reflect it,” said Matt Monette, UK Country Manager at Deel. 

 

Monette continued: “They possess the digital skills firms are increasingly demanding and in order to attract and retain them, businesses need to ensure their compensation and perks align with their demands, and that doesn’t stop with  pay. They are prioritising ‘time focused benefits’ – like greater work-life balance, the ability to work from abroad or buy extra leave – more than other demographics. If employers don’t deliver, local firms might not be your stiffest competition for the best and brightest – it will be those operating abroad”. 

 

Delivering for your future talent

For business leaders looking to attract and retain the next generation of talent, there’s a juggling act at play: Balancing workplace policies with the demands and expectations of Gen Z staff, while also balancing the needs of the wider multi-generational workforce.

For businesses looking to get ahead, reviewing approaches to overall compensation can be an effective first step given wage growth remains stilted across demographics. Deel’s State of Global Compensation Report found that salary growth in the US for technical roles (+18%) was greatly outpacing the UK (+3%) and that the average full-time salary ($125,000) was $23,000 ahead of the UK’s.

Similarly, offering greater flexibility allows Gen Z needs to be met without alienating older workers. A Deel survey of more than 57,000 professionals on LinkedIn found that 73% felt all companies should offer hybrid working options, a lever that can be pulled to serve multiple age groups at once.

“Recognising generational differences in attitudes about work is crucial. By addressing gaps affecting multiple demographics businesses can begin to cater to their younger staff without alienating older groups,” Monette continued. “Gen Z might be the ones displaying a willingness to take on international roles, but there’s nothing stopping older colleagues from doing the same if their needs cannot be met.”

 

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Methodology

The research was conducted by Censuswide, with 1001 full-time Gen-Z workers  between 24.02.2025 – 26.02.2025. Censuswide abide by and employ members of the Market Research Society which is based on the ESOMAR principles. Censuswide are also members of the British Polling Council.

Deel’s report aggregates data from over 1 million contracts and 35,000+ customers across more than 150 countries. All countries, states, and cities in the report have at least 100 worker contracts as of December 2024.

 

About Deel

Deel is the all-in-one payroll and HR platform for global teams. Built for the way the world works today, Deel combines HRIS, payroll, compliance, benefits, performance, IT asset  equipment management into one seamless platform. With AI-powered tools and a fully owned payroll infrastructure, Deel supports every worker type in 120+ countries—helping businesses scale smarter, faster, and more compliantly. Discover how Deel makes global work simple at deel.com.

Construction, Construction News, Hybrid Working, News, Remote Working, Technology

Construction industry urged to embrace hybrid working to attract digital talent

The construction sector must adopt hybrid working and strengthen its employer brand to bridge the growing digital skills gap, according to SPG Resourcing.

A global survey by PlanRadar found that over 70% of construction companies struggle to implement new technologies, highlighting a significant slowdown in digitalisation within the industry. Despite this, 97% of construction professionals anticipate increased digital investment over the next three years, particularly in construction project management software.

There has been a sharp decline in the number of 16-to-30-year-olds entering the industry, resulting in a less agile and less digitally literate workforce at a time when digital transformation is crucial. The sector’s limited engagement with digital tools and an ageing workforce has made it difficult to attract younger talent.

Smart technology will be key to the sector’s future. Automation, artificial intelligence (AI), machine learning, 3D printing, robotics, and cloud computing are just some of the innovations that could transform the industry. However, despite their availability, adoption remains limited.

SPG Resourcing believes construction firms must retrain or recruit professionals from outside the sector with expertise in system integration and data science. However, to attract such talent, companies must rethink how they position themselves as employers.

Sam Hameed, founder of SPG Resourcing, commented: “The construction industry of the future will require digitally literate, multi-skilled professionals who can operate in varied environments. We need a workforce capable of managing product integration, complex logistics, and collaborating effectively across site-based and manufacturing teams.

“The construction industry is competing with the digital sector for talent. Digital firms often offer flexible working arrangements and employee benefits that far exceed what construction firms currently provide. Employers must adapt if they are to attract the best talent.”

Future operating models for major construction projects will incorporate fully interactive Building Information Modelling (BIM) capabilities from concept through to asset operation and decommissioning. Smart construction methodologies featuring automated manufacturing processes and multi-trade sub-assemblies will increase productivity and reduce on-site work.

While these advancements are in development, they currently exist only in isolated pockets of excellence. To fully integrate them across the industry, construction firms must invest in digital skills development and make the sector more attractive to young, tech-savvy workers.

SPG Resourcing is a technology talent advisory business with offices in Leeds and Newcastle. It provides interim and permanent technology resources to a broad range of companies, including those in insurance and financial services, health, housing, and large FTSE businesses.

Flexible Working, HR News, Hybrid Working, London News, News, Remote Working, Return to Work, Work from Home

UK employees want meaningful in-person collaboration, not mandated office days, LinkedIn research finds

  • Nearly four in five (79%) UK office workers believe it’s fair for their bosses to require in-person meeting attendance – if it adds value
  • While certain types of interactions are preferred in person –  including planning meetings (57%), creative brainstorms (62%), and review meetings (62%) – half of workers (50%) don’t want more mandated office days
  • Face-to-face meetings also influence budgets, with 59% of professionals saying that they would spend more with a supplier they’ve met in person
  • As 41% of UK business leaders adjusts their hybrid work policies, LinkedIn is opening its new Experience Centre to help shape the future of in-person collaboration

 

London, UK, 5th March – New research from LinkedIn, the world’s largest professional network, reveals that UK office workers are looking for real value in their in-office experiences—not just more time at their desks.

The research shows that on the whole, UK employees recognise the benefits of in-person interactions, such as stronger relationship building (45%), greater engagement in meetings (43%), and faster decision-making (36%), but they also want flexibility in how and when they come in.

Half (50%) of UK office workers do not want their employer to dictate office attendance beyond their current hybrid arrangements. However, 72% agree it’s fair for their boss to expect in-person collaboration when it has clear value.

 

Value Over Frequency 

While many meetings can be done remotely, such as internal catch-ups (54%) and weekly status calls (58%),  employees believe certain moments require being in the room.

When it comes to business outcomes, face-to-face interactions make a difference. Nearly three-quarters (73%) of those surveyed said they feel more confident signing off a business deal in person, citing reasons like:

  • Tackling complex or sensitive issues more effectively (49%)
  • Establishing trust (44%)
  • Reading non-verbal cues (43%)

The impact extends beyond internal collaboration, as 59% of professionals say they would spend more with a supplier they’ve met in person.

 

Meeting in the Middle 

According to LinkedIn’s Work Change Report, 39% of UK C-suite leaders are redesigning their hybrid policies in 2025. While flexibility remains a priority, businesses are also focused on keeping employees engaged and driving productivity. However, 34% of C-suite leaders worry that requiring more in-person work could push top talent toward more flexible employers.

The challenge is finding the right balance between autonomy and collaboration, giving employees control over their schedules while fostering teamwork. To address this, 41% of UK C-suite leaders plan to offer more flexible in-office hours to support productivity, recognising that meaningful in-person interactions drive faster decision-making, spark creativity, and strengthen team relationships, all of which lead to better business outcomes.

 

The Experience Centre

LinkedIn is opening its new Experience Centre in London, a dedicated space designed to foster collaboration, engagement, and knowledge-sharing in the evolving world of work. As businesses rethink the role of in-person interactions, LinkedIn is investing in a space that brings employees, customers and members together, through hands-on experiences that deliver enhanced value and access to insights, business solutions, and platform tools.

The Centre will feature curated events, leadership roundtables and interactive workshops on AI, enabling better knowledge-sharing of LinkedIn data insights and access to experts across hiring, B2B sales and marketing. These experiences will help professionals and businesses navigate the future of hybrid work in a more intentional way.

“With businesses navigating a tough economic climate, getting the balance right has never been more important. How do you keep employees motivated, improve productivity, and make in-person time really count? That’s exactly why we’re launching the LinkedIn Experience Centre, to create a space where businesses can explore what meaningful collaboration looks like in practice”. Janine Chamberlin, Head of LinkedIn UK The future of work isn’t about forcing people back into the office; it’s about making sure that when they do come in, it’s worth it. The companies that get this right—those that create spaces for meaningful collaboration, idea-sharing, and relationship-building—will be the ones that keep their best talent engaged. That starts with listening to employees and making in-person moments truly valuable.”

News, Remote Working, Travel

The rise of SNOWMADS – Holiday provider reports spike in people hitting the slopes alone in 2025.

A sales report from luxury ski provider VIP SKI has revealed a 45% increase in Brits taking ski holidays alone – as digital ‘snowmads’ take to the slopes.

Reflecting on the 2023/24 winter season, the holiday company saw bookings nearly double on the previous year, stating the popularity of remote working had pushed sales.

Observations from VIP SKI insiders say the number of corporate group bookings has fallen in recent years, with the ‘work trip’ falling out of favour with Gen Z and younger millennial employees.

Instead, as work becomes more flexible, professionals are taking a ‘work-from-home’ approach to the slopes.

 

 

Winter-loving digital nomads are actively seeking new ways to integrate work and leisure, with ski resorts fast becoming their preferred destinations in 2025 – the rise of the ‘snowmad’ trend.

These individuals break away from the traditional office setup, opting for the fresh mountain air and choosing ski resorts as their temporary remote work bases.

 

But it’s not just work-life balance giving people the confidence to travel alone, as VIP SKI has found many of those booking solo breaks are looking to experience the snow with fellow enthusiasts – leaving uninterested family at home.

VIP SKI reports that solo travel bookings at the halfway point of the 2024/25 season are already on par with the total for the previous year. This mirrors industry-wide trends – last year’s Adventure Travel Conference revealed that 16% of new travellers were going solo, with the biggest surge in the 35-44 age group (up 23% year on year).

To meet this demand, VIP SKI offers a selection of luxury catered chalets ideal for single travellers, providing a welcoming environment to meet fellow skiers and snowboarders. Recognising that the cost of travelling alone can be a barrier, VIP SKI offers bespoke solo travel deals, including complimentary transfers to and from Geneva.

 

Gareth Crump, Sales Director at VIP SKI commented: “Skiing isn’t for everyone, and if your friends or family don’t share your enthusiasm, that shouldn’t stop you from getting out on the slopes. More people are realising they don’t have to wait for company, they can take a solo ski break and meet like-minded skiers when they arrive.

“With solo and nomadic travel on the rise, we’re focused on ensuring our holidays cater to their needs. For example, we offer complimentary ski guiding at Bear Lodge and Bellevarde Lodge on the first two mornings of each stay, a perfect way for solo skiers to meet others, familiarise themselves with the ski area, and make the most of their time in the mountains.”

HR, HR News, News, Remote Working

Trends and Challenges Facing Remote Work in 2025

Remote work is expected to continue evolving and reshaping the global workforce. A significant number of companies have already embraced remote and hybrid work models, and this trend is set to expand. Key drivers include increased technological advancements, a shift in employee expectations for work-life balance, and a desire for greater flexibility. However, businesses face unique challenges, such as maintaining employee engagement, ensuring legal compliance across multiple regions, and improving performance management in remote settings. Addressing these challenges will be crucial as remote work becomes an integral part of business in 2025.

Remote Work’s Increasing Popularity

Remote work has become a permanent fixture in the global workforce. This shift is driven by technological advancements, such as cloud-based tools and video conferencing, which facilitate seamless collaboration across distances. Additionally, remote work offers businesses cost savings on office space and provides employees with greater flexibility. This contributes to improved work-life balance. As a result, companies are increasingly adopting remote and hybrid work models to attract and retain top talent, which reflects a significant transformation in traditional work structures.

Challenges of Maintaining Company Culture

Maintaining company culture in a remote work environment presents significant challenges. The absence of in-person interactions can lead to feelings of isolation among employees, hindering the development of interpersonal relationships and team cohesion. This lack of face-to-face communication makes it difficult to transmit and uphold organisational values and norms. To address these issues, companies must invest in virtual team-building activities and clear communication strategies, and create spaces for casual interactions to help foster a sense of belonging.

Managing Remote Employee Performance

One of the most pressing concerns for employers with a remote workforce is managing employee performance. Without direct supervision, it can be difficult to track productivity and ensure employees remain focused on their tasks. In 2025, businesses should invest in performance management systems that provide real-time feedback and track progress against goals. These systems allow managers to recognise achievements, identify areas for improvement, and address challenges quickly. However, many businesses may need expert guidance to implement and manage these systems effectively. HR consultants, like the HR Dept in Croydon, can assist by helping implement performance management strategies, which ensures compliance with HR processes such as performance reviews, contracts, and disciplinaries.

Technology’s Role in Remote Work

Technology has been crucial for the rise of remote work. With cloud-based tools, employees can collaborate in real time, regardless of location. Video conferencing has become essential for maintaining communication and ensuring team engagement. Project management software allows businesses to track progress, set deadlines, and streamline workflow, all while working remotely. Additionally, the importance of cybersecurity has increased to protect sensitive data across various platforms. Remote work is becoming more widespread, and this means businesses are relying more on these technological solutions to stay productive, secure, and connected in such a fast-changing work environment. Without these tools, remote work would face significant challenges.

Legal and Compliance Challenges

With the growth of remote work, businesses will continue to face legal and compliance challenges. Employers must manage diverse labour laws, including wage and hour regulations, tax obligations, and data privacy rules. Misclassifying remote employees as independent contractors can lead to costly consequences. Moreover, businesses must ensure that health and safety standards are met, even in a home office environment. To address these issues, companies should establish clear remote work policies, invest in secure technology, and consult legal experts to stay compliant with evolving regulations. This approach helps mitigate legal risks while supporting a productive and secure remote workforce.

Work-Life Balance in the Remote Era

A 2023 FlexJobs survey found that 71% of remote workers report better work-life balance compared to traditional office settings. The elimination of commuting allows for more personal time, which helps in reducing stress and increasing job satisfaction. However, challenges persist, such as difficulty in setting boundaries between work and personal life, leading to potential burnout. Employers are encouraged to implement clear policies and provide resources to support employees in maintaining a healthy balance.

The Future of Hybrid Work Models

Hybrid work models are set to become the standard across industries. A recent survey indicates that 83% of executives plan to prioritise hybrid work because they recognise its role in improving employee satisfaction and productivity. This model offers employees the flexibility to balance remote and in-office work, catering to diverse preferences and needs. However, implementing an effective hybrid model requires careful planning to ensure seamless collaboration, maintain company culture, and address technological challenges. Businesses must invest in robust communication tools and establish clear policies to support this transition.

Awards, Menopause, Menopause at work, News, Remote Working

Youth Sport Trust gains Menopause Friendly Accreditation

The Youth Sport Trust, a national children’s charity that builds brighter futures by improving young people’s health and wellbeing, has been awarded the Menopause Friendly Accreditation.

Founded in 1995, the charity provides opportunities for over 2 million children every year by empowering them and equipping educators with the life-changing benefits of PE, play and sport. Based at Loughborough University, the charity has just 115 employees with an average age of 39 and a male/female ratio of 32%/68%.

Around one third of the workforce is based remotely across the UK and all employees have a hybrid working element to their role meaning effective communication of ideas and best practice is vital to success.

The Youth Sport Trust believes in collective ownership of priorities, encouraging collaboration, sharing best practice and fostering high levels of job satisfaction. To ensure all colleagues can benefit from its staff wellbeing initiatives, the Youth Sport Trust uses online communication channels and non-work-related group chats to help build relationships and promote quick decision making.

The Menopause Friendly Accreditation, established by Henpicked: Menopause In The Workplace recognises high standards and proven practices that embrace menopause in the workplace. Industry-recognised, it is the only accreditation that sets clear standards which must be met. As such, it is truly meaningful and considered as a mark of excellence for menopause in the workplace.

To achieve The Menopause Friendly Accreditation, the charity was assessed by an Independent Panel and had to demonstrate evidence of its effectiveness in five key areas, namely: culture, policies and practices, training, engagement and working environment.

Encouraging people to talk freely has been fundamental to the Youth Sports Trust becoming menopause friendly with a complete change in its culture seeing this once taboo subject now openly discussed.  Equally important, is the total buy-in from its Senior Leadership Team to the education, training and support programmes. Now when staff identify menopause symptoms, they are able to seek support and receive help, as a direct result of the menopause friendly work being done.

 

“Over the last two years, the increased awareness of menopause has been welcomed at the Youth Sport Trust,” says Alison Oliver, Youth Sport Trust Chief Executive. “This important, but not often talked about, issue directly affects a high proportion of our workforce, me included. Thanks to an internal awareness campaign, we have noticed a change in the culture and the subject is now openly talked about. We have some great examples of where employees have felt able to raise concerns and suitable adjustments have been made.

“We are very lucky to have a group of dedicated Menopause Champions working to drive our agenda forward and gaining the Menopause Friendly Accreditation is a testament to their excellent work.”

 

“It was clear to the Independent Panel that the Youth Sport Trust has created an environment where menopausal symptoms are recognised, discussed and managed with the same level of support as any other health issue,” says Deborah Garlick, CEO and founder of Henpicked: Menopause in the Workplace. “It’s excellent to see this cultural shift promoting the overall wellbeing of its employees and ensuring a truly supportive and inclusive workplace.”

 

 

Remote Working

UK’s Remote Work Revolution: Top Destinations and Business Strategies for 2024

As we progress through 2024, the lifestyle of remote work continues to evolve, significantly impacting how UK businesses operate and compete on a global scale. The trend towards remote working can alter where people work and influence corporate strategies around employee engagement and workplace policies.

Volopa, a UK-based financial services company specialising in international payments, foreign exchange, and prepaid cards, has delved into the evolving trends of remote work and its implications for businesses. They highlight a significant shift toward remote work, particularly the trend of UK citizens seeking opportunities to work remotely from abroad. This interest is evidenced by Google Trends data showing that 115,000 UK citizens searched for ‘working remotely’ in 2024, underscoring the growing demand for flexible work arrangements.

This shift poses a challenge for UK businesses: adapt to offer remote work opportunities or risk losing talent to companies that do. This trend not only reflects the changing preferences of the workforce but also indicates the strategic adjustments companies might need to make to retain and attract top talent in a globally competitive market.

Here, we examine some top remote work destinations that are drawing UK professionals to work in while discussing the competitive advantages for businesses that embrace remote work flexibility.

Top 3 Remote Work Destinations for UK Professionals

 1.  Edinburgh, Scotland 

With its stunning architecture and vibrant cultural scene, Edinburgh is increasingly becoming a popular destination for remote workers from England, largely due to its superior digital infrastructure. The city offers higher upload and download speeds compared to many other regions, which is crucial for remote work where reliable and fast internet connectivity is essential. This technological advantage supports various online activities, from video conferencing and large file transfers to streaming and cloud services, enhancing productivity for remote professionals.

Edinburgh is renowned for its diverse array of coworking spaces, each tailored to meet the evolving needs of today’s dynamic business landscape. As highlighted by Faraway Lucy, the city features 21 distinct coworking venues that provide remote workers with environments geared toward boosting productivity and fostering community connections. These spaces are intricately designed to stimulate creativity and efficiency, supporting a wide spectrum of professional activities from nascent startups to well-established firms.

Complementing this infrastructure, Edinburgh’s landscape is punctuated with 255 coffee shops, offering a plethora of welcoming options for those preferring to work outside the conventional office setup.

2.  Barcelona, Spain

Barcelona seamlessly blends a Mediterranean lifestyle with top-tier technological amenities, making it an attractive destination for UK remote workers who value both work efficiency and leisure. The city is equipped with cutting-edge coworking spaces that offer high-speed WiFi, fully equipped meeting rooms, and on-site support staff.

Adding to its appeal, Barcelona has been recognised as a leading city for coworking in Europe, boasting 286 coworking spaces. This extensive selection allows remote workers to find spaces that match their specific needs, whether they’re looking for quiet areas to focus or vibrant communities to network. The average cost of a coworking space in Barcelona is remarkably affordable at approximately 163 euros per month, providing cost-effective options for freelancers, entrepreneurs, and remote employees seeking flexible work arrangements in a dynamic urban setting. This combination of affordability, quality, and lifestyle makes Barcelona a top choice for those aiming to combine productivity with a fulfilling personal life.

3.  Lisbon, Portugal

Lisbon continues to attract remote workers with its affordable cost of living, warm climate, and vibrant expat community. According to Global Citizen Solutions the cost of living in Lisbon, Portugal, is significantly lower compared to the UK, which is particularly relevant for remote workers considering relocating. For a single person, the monthly cost of living in Lisbon is around £610 without rent while in the UK, a single person spends about £692.36. It is also reported that rental prices in Lisbon are lower, with a notable difference in consumer prices including rent, which are 39.20% lower in Lisbon compared to London.

Lisbon has been nurturing a vibrant tech scene, often compared to Silicon Valley. This is highlighted by the relocation of the Web Summit from Dublin to Lisbon, which has increased its visibility and attractiveness to tech entrepreneurs and startups. The city offers a welcoming environment for startups, backed by various government-funded initiatives and co-investment funds aimed at fostering innovation. For instance, Startup Lisboa provides support to new businesses, helping them thrive in Lisbon’s encouraging ecosystem.

The Business Case for Remote Work Flexibility

UK businesses that offer remote working options are observing tangible benefits, including enhanced employee satisfaction, higher retention rates, and increased productivity. In a survey from the Chartered Institute of Personnel and Development (CIPD), UK companies embracing flexible working arrangements reported a 75% increase in employee retention and a significant boost in worker morale.

A Deloitte study also found that UK companies supporting remote work saw an average productivity increase of 40%. This finding challenges the traditional notion that employees are more productive in conventional office settings.

A study by Standford of 16,000 workers over 9 months found that working from home increased productivity by 13%. This increase in performance was due to more calls per minute attributed to a quieter more convenient working environment and working more minutes per shift because of fewer breaks and sick days.

Several studies over the past few years show productivity while working remotely from home is better than working in an office setting. On average, those who work from home spend 10 minutes less a day being unproductive and work one more day a week. These same remote workers are up to 47% more productive than office workers according to a Stanford study.

77% of those who work remotely at least a few times per month show increased productivity, with 30% doing more work in less time and 24% doing more work in the same period of time according to a survey by ConnectSolutions.

Future Prospects

The trend towards remote work is poised to continue, with employees increasingly prioritising a work-life balance and technological advancements making online collaboration more effective. For UK businesses, adapting to this shift and providing remote work options can lead to considerable competitive advantages, helping to attract and retain top talent from across the globe.

The top remote work destinations of 2024 are not only desirable places to live but also represent a broader movement towards a more flexible and empowered workforce. By supporting remote work, UK businesses can harness these benefits to foster a more satisfied, productive, and dedicated team.

“As businesses adapt to the rising trend of remote work, it’s crucial to support this shift with innovative solutions. At Volopa, we’ve recognised the need for flexibility and security in how remote employees manage their expenses,” explains Jacqui James, Head of Marketing at Volopa.

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News, Remote Working

13% Brits want a four day working week and 1 in 4 want to be fully remote

With the Labour government interested in introducing a four-day working week, many are speculative about this whilst others seem very optimistic about the idea. In light of this, TonerGiant conducted a survey to discover Brits’ views on the prospect and to see how often people are currently working this routine.

The survey of 1,000 correspondents found that:

  • Despite 13% of Brits stating they would like to have a four-day working week, 9% currently do.
  • In-person working is currently the most popular work routine, making up 30% of the workforce, yet the majority (24%) of Brits would like to work fully remote.
  • 13% of British workers aged 45-54 currently have a four day working week, making them the age group who so the most, as opposed to Millennials (aged 25-34) who do so the least. 
  • Leeds has the highest percentage of four-day week workers, with 19% of workers currently adopting the routine, whereas only 4% of Edinburgh and Norwich have a four day work week. 
  • 18% of those working in the legal sector currently have a four day working week, making it the industry most lenient to this proposed change.

They also explored Brits’ views on hybrid working and the current working climate in the UK. The survey continued to discover that:

  • 22% of Brits work from home for two days each week, making it the most common hybrid working routine. 
  • 81% of Brits work from home at least one day during the week, and it seems to be the more popular approach. 25% of those surveyed said they would like to take up fully remote working as opposed to just 7% who wanted to return to working in the office full time. 
  • 44% of Brits would consider leaving their job should they be asked to come into the office full time. 
  • 48% of Brits wouldn’t bother applying for a job if it required them to come into the office full time. 
  • 59% of Brits feel like they are more productive at home, whereas 17% feel more productive working in the office. 
  • 40% of Brits feel more anxious when attending in-person meetings rather than video calls.
  • 41% of Brits feel that employees are less likely to get a promotion or pay rise if they don’t spend enough time in the office. 
  • 52% of Brits feel like their diet is better when working from home.
  • 48% of Brits feel like they exercise more when working from home.
  • 50% of Brits miss the social aspect of being in an office with their coworkers.
  • 62% of Brits feel like the cost of commuting has made them not want to go into the office. 
  • Brits’ view on COVID-19 is largely split, with 39% still having concerns whilst 41% don’t consider it to be a threat in the workplace.
  • 64% of Brits feel like their overall quality of life has improved since working from home. 

The data suggests that, overall, women are more in favour of working from home than men, as 52% would avoid applying for a full-time office role, compared to 43% of men. 

Millennials seem to be the most against full-time office roles, with 51% saying that they would leave their current role if forced back in full time, compared to just 31% of those aged 55 and over. 

Commenting on the findings, Stuart Deavall from TonerGiant said:

“Since the pandemic, working from home has become a staple of our work culture in the UK and it’s clear to see that it’s favoured by Brits across the board. Most noticeably, it’s intriguing to see that working from home is almost a requirement for many employees. Despite studies showing that employers struggle to trust their employees when they work from home, the majority of employees now expect a hybrid working model, so perhaps it’s time to adapt to this shift. 

Working from home has its very obvious benefits. Long are the days where you need to be in the office to use your equipment. Essential office supplies, like a laptop and printing facilities, can be used from practically anywhere with a plug socket and wifi connection. This convenience seems to be a driving force as to why Brits favour the working from home lifestyle.”

TonerGiant has released the findings to find out how Brits feel about working from home. A data hub containing the full findings can be found here.