Santander has revised its hybrid working policy to increase in-office attendance.
- 10,000 employees are now required to work 12 days a month from office locations.
- The shift reflects a broader trend towards increased office presence post-pandemic.
- Santander emphasises the importance of in-office work for employee development.
- The policy change aligns with moves by other major companies like PwC.
In a significant shift in policy, Santander has updated its hybrid working rules, mandating 10,000 of its UK office-based employees to work from their office premises for 12 days a month. This adjustment, effective by the end of the year, modifies the existing arrangement which allowed employees to work remotely for up to three days a week. By recalibrating the balance towards more in-office presence, Santander aims to conform to the broader trend among companies aiming to encourage more onsite attendance after a prolonged period of remote work instigated by the Covid-19 pandemic.
This policy alteration comes shortly after a similar move by PwC, which has instructed its 26,000 UK employees to increase their in-office days from two-to-three per week to a minimum of three days a week. Such shifts from major employers demonstrate an overarching drive within the business community to foster collaborative and mentoring environments that are believed to be more effective in a physical office setting. Santander is keen to leverage this shift to provide developmental opportunities particularly beneficial for its newer employees.
The revised policy predominantly affects staff situated in office roles, including the 4,500 employees stationed at the newly established Milton Keynes hub and 1,000 in London. However, branch staff remain excluded from this directive. Santander’s management highlights the necessity for increased in-office interaction to nurture workplace culture and mentorship.
Despite the increased in-office requirement, Santander’s policy remains more flexible than a rigid three-day per week mandate. It encourages a physically collaborative environment without completely discarding the flexibility hybrid working offers. The bank asserts that this environment is crucial for the progression of its workforce, particularly those in the early stages of their careers.
Contrasting approaches are visible among other banking institutions. For instance, Lloyds Banking Group allows a more lenient remote working structure, permitting office staff to work up to three days a week from home, with full remote working possible during the summer months. This variance in policies across the industry illustrates the evolving landscape of workplace strategies as companies continuously adapt to the post-pandemic business environment.
This policy shift signifies an adaptation to new work norms, emphasising physical collaboration while maintaining flexibility.
