Working from home: employee right or earned privilege?

The debate around remote working is far from settled, and it continues to dominate discussions in the workplace. Since the COVID-19 pandemic changed the world of work, organisations have grappled with whether working from home should be considered an employee right or an earned privilege. Recent data from Stats NZ highlights that nearly 900,000 people, roughly a third of the workforce, are now working from home, marking an increase of 60% from pre-pandemic levels. While many workers are still keen to retain the flexibility remote work provides, some employers are pushing for more in-office time, citing the benefits of collaboration and productivity.

With the government recently implementing mandates for a full-time office return, the landscape is increasingly divided. As businesses navigate this transition, the tension between employee expectations and organisational needs has created a balancing act. Costs associated with commuting, increased work-life balance, and a desire for flexibility drive employees towards remote work, whereas concerns about productivity, team cohesion, and company culture pull employers in the opposite direction.

The shift in work dynamics has also been influenced by generational differences in the workforce. Younger employees, who are often more tech-savvy and value work-life integration, tend to favour remote work options. On the other hand, more experienced professionals may lean towards in-office environments that foster mentorship and learning opportunities. This generational divide adds another layer of complexity to the ongoing debate, making it essential for businesses to consider the diverse preferences and needs of their employees when shaping remote work policies.

“With the rising cost of living, commuting, the option to work from home is not just about convenience, but about making ends meet.”

In a recent conversation on Frog Recruitment's "Thrive in 2025 NZ Market Update," Shannon Barlow, NZ Managing Director, and Talent Acquisition Specialist, Esha Nischol, discussed the evolving nature of remote work and whether it should be viewed as a fundamental right or a privilege for employees.

Esha started by asserting that remote work has become an essential part of the modern workplace, much more than just a perk. She noted, "Working from home isn't really a perk anymore. It's a part of work-life balance, a way for a range of individuals to be able to work while accommodating their personal life, their families, whatever that may look like." Esha highlighted that flexibility is still an important consideration for many employees, but in the current economic climate, workers are sometimes forced to accept roles even if they lack the desired work-from-home options.

"Cost is a huge factor," Esha continued. "With the rising cost of living, commuting, and daily expenses such as lunch and coffee, the option to work from home is not just about convenience, but about making ends meet. The inability to work remotely can also contribute to increased stress, burnout, and even affect employee retention." She explained that when remote work flexibility is taken away, employees might seek new opportunities as soon as the job market picks up again, highlighting the potential for increased turnover.

Shannon offered a slightly different perspective. From her viewpoint, remote work should be seen as a privilege rather than a right, and its appropriateness depends largely on the nature of the role and the individual circumstances. "For me, I'm older than you, Esha," Shannon laughed. "So, I look at it as a privilege to be able to work from home, not a right. My natural inclination is to be in the office. Other people are different, and I acknowledge that." Shannon explained that while she values the benefits of office-based work, such as collaboration and the learning that comes from being physically present, she also recognises that different people have different needs.

Shannon emphasised the importance of nuance in this debate, explaining, "I don't think it's a one-size-fits-all situation. The success of remote work really depends on the organisation and the role." She pointed out that while some companies have found remote work to be highly successful, others have faced challenges with productivity and accountability, especially when employees failed to meet their responsibilities. Shannon also mentioned that some companies face logistical issues, such as not having enough physical space for all employees if they were to return to the office full-time.

Both speakers acknowledged that while the demand for flexible work arrangements is still high, employers are beginning to prioritise in-office time to maintain culture, communication, and collaboration—what Shannon referred to as the "three Cs." "The ones who've had more success," Shannon added, "are those who've been able to adapt, not take a one-size-fits-all approach, and focus on what works for individuals and teams alike."

The conversation also highlighted concerns from employers around productivity and trust. While many companies are learning to trust their employees to work effectively from home, Shannon admitted that some are still sceptical due to past incidents where remote workers were not actually working as expected. Despite these concerns, both Esha and Shannon agree that the key is to strike a balance—recognising the value of flexibility while maintaining the operational needs of the business.

Practical Tips for Navigating the Future of Remote Work

As we look towards the future, both employees and employers need to find a balanced approach that meets the needs of the modern workforce while maintaining productivity and team cohesion. For employees who want to maintain their work-from-home privileges, it’s crucial to demonstrate accountability, transparency, and productivity. Using performance metrics or daily check-ins can go a long way towards building trust with employers.

For companies, it’s important to adapt to the changing expectations of the workforce. Establishing clear communication about remote work policies, being transparent about expectations, and providing hybrid working options can help maintain a positive work environment and retain talent. Employers should also consider implementing structured anchor days where all team members are in the office, enhancing opportunities for collaboration without mandating a complete return to pre-pandemic work models.

Ultimately, flexibility in the workplace is not just about individual preference but has become a competitive advantage for businesses looking to attract and retain talent. Employers who are able to adapt their policies to balance flexibility with organisational needs are more likely to thrive as we head into 2025.

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In business since 2002 in New Zealand, Frog Recruitment is an award-winning recruitment agency with people at our heart. Located across Auckland and Wellington, we specialise in accounting and finance, business support, education, executive, government, HR, legal, marketing and digital, property, sales, supply chain, and technology sectors. As the proud recipients of the 2024 RCSA Excellence in Candidate Care Award, we are dedicated to helping businesses achieve success through a people-first approach.