Acas, the Advisory, Conciliation and Arbitration Service has published guidance to assist employers who are considering whether hybrid working could be an viable option for their workplace and, if so, how to introduce it fairly. Many businesses in Flintshire and North Wales have approached us for advice on how to implement hybrid working measures. And also, how to remain without them. It’s not a simple process to implement hybrid working as it looks. I set out in this article some of the pro’s and con’s which the world of work may face over the next decade.

In North Wales, we have range of small to very large businesses, with a vast variety of roles. Therefore, there isn’t a one size fits all policy for Hybrid working here in North Wales. Every workplace and job role are unique. As is usual for HR processes, expertise is required to get it right without causing further problems such as grievances for those that feel they have not been fairly considered.

Will hybrid working suit us?

It’s fair to say, hybrid working will work, and work easier in some organisations and roles than others. Therefore, if you’re a manager in an organisation and your employees and stakeholders are pressuring you to follow suit with the new normal, do take a moment and conduct your due diligence and research before you act. E.g. can your suppliers of IT, telecommunications support you? Have you got a solid employee assistance programme that can spot and deal with signs of stress remotely. Consider is it really best for your business and employees alike? The answer is, nobody knows. We can’t predict the future, we can only make a educated guess.

Hybrid working in North Wales
Hybrid working in North Wales

Hybrid Working

Hybrid working is one type of flexible working. Staff divide their time between working remotely, possibly from home, and in their employer’s workplace. The Welsh Government have recently said they would like to see 30% of employees working at, or close to home. Although businesses in city centres may have been disadvantaged, local ones certainly were not.

The key to success will be giving businesses the tools and know-how to deliver their services away from a traditional office setting. HR and IT departments will play a large part in ensuring this is achievable, and not just a short lived experience. All stakeholders in an organisation will need to be content that hybrid working is as successful as having employees at desks at local, regional or head offices. Sales, productivity and welfare indicators may be a good measure initially, but what will the long term measures be?

Hybrid working Cons

Be honest, do you think your employees work better in a robust face to face team? Will this edge be lost when working remotely? How will this effect your long term goals, customers and staff in the long term? Are you still informing customers ‘sorry for the delay, our staff are working remotely?’ How long is the excuse acceptable for?

  • Will working remotely stunt employees opportunities for promotion / growth?
  • Remote workers tend to work longer hours which can lead to burnout.
  • Friction / disconnect between in-office employees and remote employees.
  • Will we create employees that work from home, and those that don’t? Will employers discriminate in the recruitment process, etc.?

With the above points in mind, there’s also the hard challenge for managers to support and lead their team. Some of which may be in the office, some hybrid and some fully remote. Including the manager which may be remote. Some companies have introduced invasive surveillance to monitor production for those at home. In our opinion this is not the right way to adapt to the new normal / future work. If you are in this position, our advice is to ensure you act fairly.

Local Hybrid Working Hubs in North Wales

Local hubs are being trialed for those who are unable, or perhaps prefer not to work from home. One of these trial hubs is in Rhyl. Will these hubs encourage creativity, and indirectly benefit businesses through collaboration with other professionals at the hubs? Perhaps they will have a negative impact on businesses? How will conflicts of interest be managed when staff work from the hub? E.g. employees from competitor organisations working in close proximity? The Government have conducted research which will be published this Autumn. For further information click here.


  • Less or no commuting and a better work life balance.
  • Reduced congestion, air and noise pollution in some areas.
  • Less traffic means more room for cyclists and walkers who have to travel to work.
  • More job opportunities in out of town communities and access to an increased workforce for employers.
  • Economic and social benefits for the local high streets.

Susan Clews, ACAS Chief Executive has said: “Hybrid working is an option that many businesses are currently considering as the restrictions ease. Our new advice published today can help employers look at whether it can work for them with some practical tips on how to introduce it.”

Best Practice for Hybrid Working

The new advice has been developed in consultation with the government Flexible Working Taskforce, a partnership across business, unions, government departments, the Acas Council and other groups to share best practice. This advice is excellent generic advice. Our HR consultants are here to help if you need assistance in putting the generic information into practice; employment contracts, etc.

The findings, include tips on how to:

  • Consult widely with staff to discuss practical considerations around introducing hybrid working;
  • Consider whether it would work for certain roles and is suitable for their organisation;
  • Create a hybrid working policy; and
  • Handle staff requests for hybrid working.
    “Many employers have had to quickly adapt to new flexible ways of working due to the pandemic,” Ms Clews noted, “and it has caused a rethink in how organisations could work differently in the future.”

If you are considering introducing a hybrid working pattern and need assistance, ask us about hybrid working, flexible working policies and how to manage home working requests. Our contact details are below.

Example Flexible Working Policy

Making the Right HR Decisions = A Happy and productive workforce.

Paul Deaves. Assoc. CIPD

Managing Director, The Hive Collaborative.

HR @ The Hive Collaborative.

Tel: 01352 781965 | Email:

A member of the Professional Body for HR and People Development.

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