To ask the Minister of Finance, pursuant to AQW 23676/17-22, for his assessment of how working from home, and the resulting improvement of family life and good mental and physical health, can help reduce absenteeism.

Working from home, as a result of the COVID-19 pandemic, has provided many civil servants with an opportunity to achieve a more balanced work / life arrangement. This is evidenced by:

The 2020 People Survey showed 98% of respondents want to retain some elements of home / remote working, with strong support for the new hybrid style of work which blends working at home / remotely with working in the office.

The Department of Finance Innovation Lab report (May 2021), ‘Working in the Pandemic’ states it is significant that so many respondents reported strong positive experiences as a result of having the ability to work flexibly. It is important that the NICS recognises the positive impacts this has had on health and well-being, and that it carefully considers ways of retaining some or all of these positives.

The Civil Service Welfare Support Service (WSS) reports that for the vast majority of clients they dealt with over the past 18 months, the most significant improvement for them was working from home, and what this meant for their overall work-life balance and quality of life.

On the basis of this evidence a new hybrid working policy has been agreed with Central Trade Unions. It provides formal structures for managers and their teams to deliver a blended approach to working from home, remote working and office based work subject to business and individual needs. As part of the new policy the NICS is creating ‘Connect2 Regional Hubs’ for colleagues to use whilst working from home or remotely. This new policy will build on the positive impacts of civil servants working from home during the pandemic.