The question of equity between jobs eligible - or not - to telework is central in the structures. Discover our advice to prevent social tensions within your company.
36% of the working population can - potentially - telework. These are mainly executives or intermediate/intellectual professions. Not surprisingly, workers, salesmen, care professionals (home help, maintenance workers, carers - often low-paying jobs) cannot telework. 2/3 of the working population are therefore not eligible to telework. How can you prevent social tensions when implementing hybrid work in your organization?
The prospect of risks of social tensions must be qualified: social dialogue is often very fluid when it comes to work hybridization. Employers and employees are measured on the use of remote work and keep in mind the psycho-social risks linked to this way of working, which is far from being appreciated by all employees.
Telework: Ensuring Equity Between Blue and White Collar Workers
Two years after the beginning of the epidemic, the foundations of the employee/employer pact have been transformed. Flexibility, trust, a better work/life balance and freedom to organize working hours: these are the new credos of the majority of post-covid workers. Hybrid work will be the norm with 2 to 3 days of telework in 2025, according to the latest survey conducted by ANDRH and the BCG firm.
Whether it is full, regular or occasional, the use of telework seems to be a must today to boost the attractiveness of companies and their employer brand. If teleworking has many advantages - savings on travel time, lower CO2 emissions, freedom of organization for the employee - it also involves various psychological, social, insurance, managerial or organizational risks.
How can they be avoided? What mechanisms should be put in place to best support the hybridization of work in organizations? How can we make hybridization an opportunity for organizations rather than an obstacle? Discover here our advice and best practices to adopt to meet the challenge of hybrid transition.