How many employees telework and who can opt for teleworking


The health crisis caused by the coronavirus, which generated numerous restrictions and forced a state of alarm to be decreed in March 2020, forced the majority of workers to continue carrying out their work duties from their homes, in order for their companies to remain active in this exceptional circumstance. The telecommuting in pandemic It showed that you can work normally from home and also be productive without the need for constant control and made clear something that seemed clear: not everyone can telecommute; Not all employees, even if their work allows it, can do it every day.

Teleworking had as a reward a very important brake on contagion, since it avoided direct contact with colleagues, and there were peaks in which a third of the employed telework. Everything indicated that, given so many benefits, this job option had come to stay, and the message was repeated by active and passive, but the reality today is quite different. Hardly the officials, and only a part, since many require to be present in the different public bodies for the attention of citizens, and the employees of large companies have managed to at least be able to choose where to develop their professional performance. And it is that for a small percentage of employees teleworking is not easyeither lack of means and resourcesor simply because they need to interact with their colleagues to better perform their job or simply because their bosses do not believe in that alternative.

What are the advantages and disadvantages of working remotely?

Public employees will be able to work from home three days a week and, exceptionally, another two, and among the objectives of the decision is the energy cost savings. Well thought out, this work option represents a saving in electrical rental costs, since such large offices are not needed, and in fuel, because travel is not necessary. Along with this, in some cases it increases productivity -although it is a debatable issue- and, in addition, it is proven that it generates fewer casualties and of course less risk of accidents ‘in itinere’.

However, the novelty of its implementation -only 8.3% of the employed worked from home, either regularly or occasionally, in 2019-, has caused disputes and litigation between employees and employers to multiply, by issues such as digital disconnectionthe work and family reconciliationthe discrimination of certain workers or the computer problems at home. Meanwhile, telecommuting is an impossible alternative for suspicious employers who need permanent control. The data shows that the increase in teleworking has not been as expected and that for the moment it has not come to stay.

Thus, the latest data from National Institute of Statistics (INE) available show that 17.6% of the employed -3.3 million- teleworked at the end of 2o21, that a very similar percentage could do so but does not for different reasons and up to 65% could not do their work from home . By age, 20.1% of employed people between 35 and 44 years old have worked remotely and 18% of those between 45 and 54 years old. Those who have telecommuted the least are those between 16 and 24 years old, just 9.4%. By gender, women worked online more than men (18.1%, compared to 17.1%).

Who can request to telecommute and how many days

The situation shown by the INE survey shows a significant slowdown with respect to the pandemic. Estela Martinlawyer and Dircom of SynchroGoa consultancy located in Madrid that collaborates with both national and foreign companies to manage the labor, tax and accounting areas, pointed out the current scenario two years ago and assured that teleworking can only work when there are adequate means and resources and , especially “when the management of the company -and above all, the middle and upper managers- believe that it is a natural way of working in the organization and that leadership does not mean having the employees under your field of vision”.

Martín stressed that teleworking in a pandemic, in most cases, emerged as an imposition, so its disappearance seemed more than obvious, and he already anticipated in 2020 that “when the cause ends -Covid- it will be the end of teleworking or it will be relegated to when there is no other choice”. The lawyer assured that teleworking, without the optimal conditions, it does not generate more productivity. “It is not the same to telework in silence and in an environment without distractions, as with babies or children at home” and that affects performance.


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