‘Serious consequences’ for employers who roll back flexible working policies

A new report has offered a stark warning for Australian employers planning on joining the back-to-office bandwagon by dumping their flexible work policies.

The working-from-home debate continues to ramp up throughout Australia on the eve of the federal election. With Coalition Party leader Peter Dutton stating that they will recall public servants back into the office, many employers are opting towards a similar approach.

Major employers like Coles, Woolworths, and Origin Energy have already implemented some form of a return to office (RTO) for their workers, despite WORK180’s recent What Women Want Report warning businesses of the potential consequences that could arise from dumping flexible working policies.

According to the report, 70 per cent of employees value flexibility over a top-tier salary, with the report claiming that businesses that decide to implement an RTO could face issues such as higher employee turnover, reduced engagement, and a damaged employer brand that makes attracting top talent increasingly difficult.

The same report showed the disconnect between senior executives and employees on RTO implementation, with chief executive support for RTOs increasing from 64 per cent in 2023 to 83 per cent in 2024.

“The message from the workforce is clear – flexibility is no longer a perk; it’s a priority. Eighty-six per cent of women rank it as a top factor in choosing an employer, and 74 per cent of participants in our recent study of 1,000 men said they value it too,” said Gemma Lloyd, co-founder and chief executive of WORK180.

“Businesses that fail to deliver risk losing employees and undoing their hard-won progress on gender diversity too; a lack of work/life balance remains the biggest barrier to women’s career progression.”

“If companies are serious about gender equity and closing the pay gap, they can’t afford to ignore the powerful role of flexibility in breaking down barriers, nurturing careers, and creating a more inclusive workplace.”

As it stands, organisations that already have flexible working policies in place have reportedly poorly implemented them – leading to overwork, burnout, and disengagement. The data shows that 75 per cent of women working flexibly feel pressured to overwork, often because of fear of being scrutinised.

“Flexibility only works if it’s properly supported. Simply offering it on paper isn’t enough. Our research and work with employers show that the most effective approach is led from the top, with senior leaders actively normalising and modelling work/life balance,” said Llyod.

Trust was a key inclusion throughout the report, with women workers especially demanding that companies show transparency around their workplace policies, as 82 per cent stated they wouldn’t apply to a company that fails to disclose said policies.

“The number of women using our platform to filter employers by the employee benefits and policies that matter to them has grown from 1 million to 1.5 million over the past year,” said Llyod.

“The data from both our platform and report research is clear – flexibility isn’t a passing trend, it’s a growing priority. Employers doubling down on rigid return-to-office policies risk losing trust and talent, while those who embrace and embed flexibility will build stronger, more engaged, and more diverse workplaces for the future.”