The Financial Conduct Authority’s (FCA) staff have warned that they will take industrial action in the event of proposals to increase requirements for office attendance.
Unite the Union stated that over 90 percent of members would act if the hybrid policy was changed. This requires employees to spend 40 percent of the time they work in the office, which is roughly two days a week.
The union’s email sent to the FCA board comes after a member-led indicative ballot, in which 93 percent of members voted for action short of a strike. The dispute centers around possible changes to FCA’s hybrid framework, and concerns over transparency and consultation throughout the process.
The union says that staff are asked to return more often to the office despite hybrid work having positive results in productivity, wellbeing and inclusivity. The letter warns mandatory increases in office hours would result in a pay reduction for many employees because of increased costs associated with childcare and commuting.
Under pressure, hybrid working model
Unite’s response to the FCA letter criticizes its approach. It claims that any changes made to hybrid working could undermine trust and damage morale.
The letter states that “Hybrid Working has enabled teams remain highly productive and collaborative, as well as engaged.” “A unilateral increase of office attendance risks undermining this progress, and also threatens morale, trust and retention.”
Leeds-based employees are likely to be the most affected. The union claimed that increasing the number of office days will make it “impractical for some employees” to continue to work at FCA, and would harm efforts to maintain regional presence.
The union raised concerns regarding diversity, equity, and inclusion. The union claimed that Occupational Health was instructed to not recommend home work for disabled employees, even if medically indicated. Unite claimed that this would have a significant impact on the FCA’s DEI agenda.
Internal communication and staff representation are under scrutiny
The union expressed concerns over the way in which the review process was conducted. The union accused senior management of not engaging meaningfully with Staff Representative Groups (SRG) as well as withholding important information, such as guidance to consultants. The article was published briefly on the internal platform Pulse. It implied that decisions were already predetermined.
The letter states that SRG representatives are feeling “let down”, and several resignations have already been submitted. More resignations are expected. Unite said, “There are resignations at the SRG and we understand that there may be more.” The union also stated that employees’ concerns were not addressed during a recent Town Hall, including one question that was liked by over 600 people.
Recent research has found that UK workers are increasingly refusing RTO mandates . Early in 2022, 54 % of workers indicated that they would adhere to a requirement for five days at the office. In mid-2024 this number had fallen to 42 percent. In the same time period, the percentage of employees who are willing to leave their jobs to keep remote work options has increased from 40% to 50%.
Trust and communication are essential, says a legal expert
Abbie Head is a solicitor with the employment group at the law firm Birketts. She told HR Review: “This illustrates the difficult balancing act that employers must perform in a post-pandemic work environment.
“Any change in working arrangements must be approached with meaningful involvement, clear communication, and a sincere effort to understand the concerns of staff, especially where remote working is already a common practice.” The threat of industrial action highlights the importance of maintaining transparency and trust throughout the process.
Head says that disputes of this nature may also be a legal issue, especially if employment contracts or remote working arrangements are not reviewed properly or if policies changes seem discriminatory.
