In the spirit of justice and fairness, HouseRules looks at more than one perspective so it’s time to shine the spotlight on one aspect of why workers may be pushing back on the return to office mandate.
Businesses Want Workers Back, But at What Cost?
Businesses are digging in deep for employees to return to the office. The common explanation for going back to the way things once were, is to rebuild that culture and team collaboration that has somehow fizzled out with individuals working from multiple locations.
However, for almost five years individuals have adapted, collaborated and shown themselves to be more productive with hybrid working. The key is for those in charge to actively put in place and monitor updated best practices.
While strategies focus on goal setting, hitting targets, and exceeding profits to satisfy shareholders, there’s little discussion about the real impact on employees. With the rising cost of living, wages remain sedentary; the juggling act of balancing rising childcare costs, braving lengthy commutes, and managing ever-increasing living expenses has stepped up a notch or two. Many employees with families haven’t been “robbing Peter to pay Paul”.
It’s more a case of not needing to pay for overinflated childcare when a village is on hand to help raise the next generation. Returning to a life that once was is an overlooked burden sprung on working parents. Just as they were starting to enjoy life, for many, returning to work is a dramatic pay cut.
The Fundamental Concerns Leaders Keep Skipping
With the constant reframing to build engagement and belonging within the workforce along with the consistent messaging around well-being and self-care, there remains an obvious unasked question: why do business leaders and their advisors constantly skip over fundamental concerns like affordable childcare?
A judge once referred to children and childcare as a “temporary inconvenience.” This couldn’t be further from the truth nowadays as the ripple effect is far-reaching, which is coming ’round to bite us all on the proverbial.
We are all fully aware of how expensive recruitment drives can be. They take individuals away from their actual roles and the company suffers a dip in productivity. Even if a team prepares for the transition period there is that increasing fear of being ghosted or the newly hired candidate using the opportunity as leverage for something better.
The High Emotional and Financial Costs of Childcare
Private sector childcare providers thrive on the emotions of working parents who don’t want to be seen as “bad parents.” With the decline of state-funded nurseries, many parents are forced to select care options beyond a comfortable budget, starving the guilt by enduring the financial strain.
The challenges don’t stop there:
- Late Fees: Parents must become “model parents” to avoid penalties that drain even the healthiest budgets.
- Non-Attendance Charges: Planning a family holiday? Expect to still pay for childcare to keep your child’s place.
- Sick Policies: If a child becomes ill (even when they’ve caught it at nursery), immediate collection is required, with no return for 48 hours and payment remains due.
Now add restrictive workplace policies: sick leave often excludes dependents, leaving parents with a choice between using annual leave or taking unpaid leave. The struggle is real. That dream of a two-week escape becomes a bittersweet nightmare as parents weigh their time off against the ongoing stress of trying to stay afloat.
Are you missing the cracks that your outdated policies are causing?
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National Birth Rates and Workplace Realities
The irony deepens when national birth rates are frequently raised in public debate. 2023 is the lowest rate recorded in England and Wales. MPs and government officials voice concerns about declining rates and call for change but what is being offered? Whereas new laws have been introduced, most rights allow for unpaid leave, leaving many families unsupported and in a no better situation. Yet, key reasons for the fall in birth rates are put down to the high costs and the challenges with work.
Well-established executives might make headlines for taking time off to support their children through exams, but this is far from a universal option. Those who would benefit most often don’t have the same privilege because of rigid company policies.
The Ripple Effect of Neglecting Dependency Care
It’s not just childcare. The rising retirement age exposes another blind spot: workplaces ill-prepared for elderly employees. Neglecting these concerns not only puts strain on individuals. It reduces productivity, increases turnover, and causes disengagement that ripples across the business and society.
Take the tragic incident of a 60-year-old woman who died at her workstation. A lack of clear procedures to reflect the change in working practices contributed to delayed discovery in the workplace covered by weak excuses.
Could this be the beginning of a troubling trend? The demands of modern life are becoming increasingly unreasonable, yet ethical and moral standards are often compromised in the name of business success.
It’s Not a ‘Them’ Problem, It’s a ‘We’ Problem
Business leaders must recognise that success depends on having a balance between profits and the people driving that success. Whether it’s childcare, elder care, or other forms of dependency care, these concerns aren’t isolated to individuals—they impact entire communities and, ultimately, business.
Have you considered the far-reaching impact of your policies? Workplace decisions ripple through society. It’s not about changing the world overnight. Start small by reviewing your remote working and absence policies. Engage with open dialogue with the team, and raise the possible financial or logistical impact of returning to the office.
Don’t rush to settle for one solution without properly exploring flexible or hybrid options. The aim is to build an internal community that best serves your people and will benefit your business. Others will notice, follow, and emulate as they see the results.
Time to Review: Make a Bigger Impact
A little bird says it might be time for a review—one that keeps your policies aligned with your values and creates an impact far bigger than extra profit in your pocket. Your people deserve it, and so does your business.
Time is a precious resource, and I value both yours and mine. Mull over what’s been shared and feel free to start a conversation.
Ready to take action and tailor your policies to HouseRules, book a Sip & Chat. Until next time…
