Once viewed as a rare perk, working from home (WFH) became necessary for many during the pandemic. Despite the benefit’s popularity among many workers and businesses, some organizations have reverted their WFH policies amid fears of losing productivity and collaboration, replacing flexible and remote work arrangements with in-person mandates.

In his article “Rethinking Group Insurance Benefits: Meeting the Needs of Hybrid and Remote Employees” in the May/June issue of Plans & Trusts, author Dan Licoppe discusses the evolving landscape of remote and hybrid work models, including access to a broader talent pool, cost savings, increased engagement and business continuity.

Licoppe suggests that as companies continue to look beyond the pandemic, it becomes imperative to reassess their health, wellness and benefits programs. The evolving needs of remote and hybrid working models bring unique advantages and challenges, and group insurance benefits play a pivotal role in addressing these dynamics.

Advantages of Hybrid and Remote Work

“Remote and hybrid work models have emerged as viable alternatives to traditional office-based arrangements, offering unprecedented flexibility and opportunities for employees and employers,” Licoppe writes.

Licoppe explains that remote and hybrid work models offer significant advantages, providing enhanced flexibility and allowing workers to design their workday around personal commitments and preferences, which improves work-life balance and job satisfaction. With flexible scheduling options and no need for a daily commute, employees can experience increased well-being. Geographic independence is another benefit, enabling employees to work from anywhere with an internet connection, which promotes inclusivity and diversity in the workforce by offering opportunities to those in rural areas or wishing to relocate. Improved productivity is often seen in remote work due to fewer distractions, personalized work environments and increased autonomy. Additionally, eliminating daily commutes saves time, reduces stress and cuts commuting costs, leading to greater financial well-being and job satisfaction.

Flexible Work Options Here to Stay?

A recent report from Staples Canada found that 62% of hybrid workers are highly satisfied with their current arrangement, with more than four in five very or somewhat satisfied with their current home and office reporting days.

Additionally, Working from Home Around the Globe: 2023 Report found that for those surveyed, the top benefits of working on an employer’s business premises were socializing with coworkers (62%), in-person collaborations (54%), clearer boundaries between work and personal time (42%), and better equipment (35%). The survey also noted a gap between the desired and the actual number of work-from-home (WFH) days among employees with WFH experience. Of respondents with WFH experience, 26% would like to work from home five days per week, and 56% would like to work in hybrid mode; two to three days per week was their preferred amount to work from home.

The numbers differ from the actual number of WFH days among employees, where 46% currently work fully on site, 41% work in hybrid mode and 13% fully WFH.

Challenges for Employees and Employers

Licoppe acknowledged that remote work can blur the lines between professional and personal life, creating an “always-on” mentality where employees struggle to disconnect from work tasks.

“As organizations navigate the complexities of the modern workplace, it becomes crucial to scrutinize the disadvantages inherent in embracing remote and hybrid work arrangements to implement strategies to mitigate these challenges effectively,” Licoppe writes.

It also presents communication barriers, challenges in maintaining team cohesion and culture, and limited career development opportunities, such as access to mentorship and networking events typically found in a physical office. Additionally, remote work depends on reliable internet connectivity and suitable technology, posing challenges related to technology, security risks and connectivity issues.

Strategies for Plan Sponsors

To address the shifting needs of their workforce, particularly amidst the remote and hybrid work arrangements, Licoppe suggests organizations assess and refine their group insurance benefits. Licoppe suggests that organizations look to provide adequate coverage for mental health support by exploring considerations and tailoring solutions to empower their employees and help them thrive. By raising benefit amounts, organizations can mitigate presenteeism and absenteeism while ensuring employees have access to essential mental health services.

“By proactively addressing mental health and wellness needs and optimizing group insurance benefits, employers can better support the health and well-being of their remote and hybrid workforce,” he writes. To put this into practice, he recommends organizations prioritize access to mental health practitioners, expand coverage options, leverage virtual health care solutions and collaborate with disability insurance providers.

There is no one-size-fits-all approach to hybrid and remote work models. Some challenges can be best addressed while working in person, while others can be better managed from home. This fast-moving landscape with practices and preferences continues to evolve as organizations and employees learn what works best for them.