The findings, which have drawn on Ireland’s largest study of remote and hybrid work to date, was commissioned by Fórsa, Ireland’s largest public service trade union. The findings were initially presented at the union’s conference in May.
The research has combined survey data from Amárach Research covering close to 20,000 public service workers, including more than 5,000 managers, alongside survey and focus group research by ‘Ireland Thinks’.
It examines current and preferred working arrangements and their impact on day-to-day operations, workplace culture, career development and work-life balance. It has found that flexibility with remote working eases pressure on housing, transport and childcare.
GAINS IN PRODUCTIVITY
Fórsa’s Director of Campaigns Kevin Donoghue has said the findings provide clear, independent validation of productivity gains. “Six years on from the shift to remote working, which was a huge overnight experiment, the evidence is consistent. People are getting more done and working in ways that are more sustainable for them,” he noted.
“We see a marked difference between the experience of our members in health and education, where fully on-site work is more the established norm, compared to civil service and local government sectors where there is greater access to flexible work.”
He said that there’s an observable difference between workers’ experience in the office compared to remote working. “Remote workers are far less likely to miss deadlines, while they also find it easier to collaborate and have a better overall work life balance.
“Hybrid stands out as the most common arrangement and probably the model that works best. Notably, most respondents said that even one day of remote work per week makes a meaningful difference.
“It gives people balance, and it allows organisations to maintain performance and collaborative opportunities, as well as fostering a positive workplace culture, while improving how work fits into people’s lives. In that context our research aligns with similar findings in other independent studies,” Donoghue pointed out.
WORK-LIFE BALANCE
‘Ireland Thinks’ research participants (1,200 survey respondents and 24 interviews) reported significantly higher satisfaction with work-life balance, with up to nine in ten workers in mainly or fully remote roles describing themselves as satisfied.
These arrangements bring practical benefits, including reduced commuting time and lower fuel costs. Workers who are fully on-site report longer, more exhausting commutes, greater financial pressure, and less time and energy outside of work.
Almost half the number of respondents claim that flexible work reduces their care costs, pointing to a real cost-of-living benefit. Flexible working is also seen as critical to the recruitment and retention of staff and maintaining the competitiveness of the public service as an employer.
Many respondents express concern that reducing access to flexibility could lead to the loss of experienced and specialised staff. Managers are broadly supportive of remote and hybrid arrangements, while acknowledging the challenges of managing blended teams. However, many day-to-day workplace issues are reported to be more acute on-site.
Satisfaction with communication, collaboration and meetings all scores higher among those working remotely or in hybrid arrangements. While some workers report feelings of isolation, experiences are mixed.
Overall, the direction is clear, according to Fórsa’s Campaigns Director. “Flexible working is improving performance, enhancing quality of life, and helping to ease wider infrastructural pressures like housing, transport, childcare and the cost of living.
“Flexible work arrangements give workers the option of living far from the office without the life-sapping experience of long and pointless commutes. These findings provide a strong evidence base for policymakers. We’re not talking about a short-term shift; it’s a long-term change in how work is organised.
“If we’re serious about addressing infrastructure pressures and building a more sustainable workforce, flexible work has to be part of the solution,” Donoghue concluded.
