Evidence-based approach vital as people professionals lead post-pandemic workplace evolution, says CIPD

Five years since the UK’s first COVID-19 lock down, CIPD data shows that the pandemic has had a lasting impact on the world of work – and many employers are still adapting.  

Our data shows that:  

• More workers now have flexibility around the hours they work. In February-March 2023, 60% of UK workers had flexible working arrangements in their role, up from 54% who said they worked flexibly in some way in 2019.  
• Hybrid working remains commonplace. Two in five (41%) UK organisations currently have formal hybrid working policies, while 24% take an ad-hoc approach. Only 9% of employers do not allow any form of hybrid work.  
• Many employees now have a more transactional view of work. In 2024, 47% of employees said they see their job as ‘just about the money’, up from 38% in 2019, while only 51% said they would work harder than needed to help their employer, down from 57% in 2019. 

During the pandemic, the people profession played a fundamental role in supporting organisations to adopt new ways of working and supporting people through job losses, health and wellbeing challenges, and the loss of loved ones.  

Since then, significant challenges around economic productivity, employee engagement, wellbeing and the cost-of-living crisis have kept the vital role that HR teams play in businesses firmly in the spotlight.   

There’s no one size fits all solution to today’s challenges; evidence-led practice is key  

The CIPD is urging organisations to stay curious to new ways of working – including building the evidence for how they can make best use of flexible arrangements and technology like AI – to solve both persistent and emerging problems. 

We’re not yet fully set into a new norm, and since the pandemic, other significant issues have arisen including cost of living and inflationary pressures, concerns about skills shortages, and now the potential impact of AI alongside geopolitical shifts. These are all strategic business issues which employers and the HR profession need to engage closely on to help future growth and employment opportunities.  

Organisations and their HR teams need to be led by the evidence when reviewing which working arrangements work best for their business and employees, and any changes to working practices or policies should be based on a clear rationale.   

It’s also important for employers to consider flexible options that can support the attraction and retention of all their staff including those in frontline roles, such as flexitime, compressed hours, job-sharing and term-time working.  

To address the increasingly transactional view of work some employees have and ensure their people are supported to perform, organisations should invest in ways to boost employee engagement. This could including skills development opportunities, training for line managers to be good people managers, and meaningful jobs supported by positive, collaborative workplace cultures.  

Supporting the people profession to champion better work and working lives

With so much change in the world of work, expectations of the people profession are growing all the time. The profession plays a vital role in championing better work and working lives, and it’s not always easy to balance the needs of people with the needs of organisations.  

As your professional body, we’re here to help you deliver your greatest impact – no matter what the future holds. Together we can help organisations thrive by enabling people to do their best work - benefitting organisations and individuals alike.