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Benefits tech platform concept Post-pandemic, flexible work arrangements (together with compensation and benefits) form the basis of any comprehensive Total Rewards framework. (Image: Shutterstock)

More than a year after the coronavirus precipitated a seismic shift in where (and how) many employees do their jobs, employers are struggling with what they see as a pivotal question: When we return to the “new normal,” what will our policies call for in workplace flexibility – a weekly mix of home versus office, a specified number of home officing days annually, or back to the old ways of no flexibility at all?

It’s an all-consuming topic among many business leaders (and, face it, media, too) as trendsetters’ decisions are made: Microsoft will allow 50% of its employees to work from home without manager approval. Twitter hasn’t changed last year’s stance. Its people can work from home forever. Goldman Sachs, though, has called the trend an “aberration,” and Google is only allowing 14 days of remote work annually without manager approval.

 

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