Remote Work in Public Sector – Is It Here to Stay or a Passing Trend?

The topic of remote work has been a bit of a hot potato in the UK public sector lately. After the 2025 local elections, Reform UK has swept in and taken control of a number of councils, including Doncaster and Derbyshire, and their stance is clear: “Time to come back to the office!” Hybrid working? Forget it. Remote work? Gone. For them, it's all about getting people back into those offices, no matter what.

But is that the right move? Is remote work a productivity booster, or is it just a convenient excuse for not getting things done? Let's break it down.

Why Remote Work Might Be a Game-Changer for Public Sector Services

First off, let’s talk about why remote working does have its merits, especially in the public sector.

A study by Bloom et al. (2015) in The Quarterly Journal of Economics found that remote work boosted employee productivity by a solid 13%. This is a significant increase, and when it comes to councils, where budgets are tight, the benefits of more productive workers are pretty clear.

Moreover, the British Psychological Society (2020) found that working from home can have a positive impact on employees' mental health. Many public sector workers, especially those with caregiving responsibilities or disabilities, found remote work to be a blessing during the pandemic. Not having to commute or juggle work and family commitments means fewer sick days and more engagement. This means a healthier workforce, which is a win for everyone.

A happy, productive employee sitting at a desk with a computer in art deco style.

Then there’s the cost-saving element. Remote working has allowed councils to cut down on overheads. CEDA (2021) reported that many public sector organisations saved big on office rent, utilities, and other office-related costs. Those savings can be redirected into the services that matter most to communities.

Reform UK’s Anti-Remote Stance: A Risky Move?

Reform UK and some of their supporters have made it clear: they want to scrap remote working. They argue that in-person collaboration is essential for efficient service delivery and community engagement. And while that’s not entirely wrong, there are some serious risks to forcing people back to the office full-time.

A 2022 study by Public Management Review found that when workers are isolated from their teams, it can erode those crucial relationships that drive innovation. While remote work can boost productivity, it can also lead to employees feeling disconnected from the broader team. That sense of camaraderie and collaboration – so vital in a public sector environment – can be hard to maintain when everyone’s behind a screen.

Additionally, many councils are simply not set up to thrive in a remote environment. Civil Service World (2022) highlighted that many local councils still struggle with poor digital infrastructure, and due to ever tightening budgets most have made little progress in this space in the last three years. If workers don’t have the right tools or training to work remotely, the system can and likely will fall apart. What happens then? You’ve got a bunch of frustrated staff, unproductive days, and inefficiencies piling up.

Furthermore, remote work isn’t a one-size-fits-all solution. Some workers are perfectly fine being based at home – me included, but not everyone enjoys it. There's a risk that by trying to push remote work for all, you alienate those who prefer the structure of an office environment. And let’s not forget, some people are just better when they’re surrounded by colleagues.

Can Remote Work Actually Improve Public Sector Efficiency?

Here’s where things get interesting – remote and hybrid work models aren’t just about how employees work, but where they work, too. The financial benefits of remote work in local government can’t be ignored. The Local Government Association (2022) found that public sector organisations saved a heap of cash by reducing office space and cutting down on commuting costs. This kind of financial efficiency is crucial in times of austerity when every penny counts.

The hybrid model, which offers workers a balance between home and office, has shown positive results in several areas. Camden Council has been one example where a flexible working model has helped improve employee satisfaction without sacrificing service delivery. And Highland Council in Scotland has managed to draw talent from a wider geographic area, which is a real game-changer in rural areas. To use a personal anecdote, when I worked at Torbay Council I built a project management office almost from the ground up, employing a team of people on a mix of hybrid and remote working contracts. This allowed me to pull together a team from a deeper pool of potential candidates, enabling me to easier fill roles in a difficult recruitment market.

So, is hybrid working the key to improving local government efficiency? Well, according to research from UNISON (2021), it absolutely can be. Not only does it help councils save money, but it also makes public sector jobs more attractive to a broader pool of talent – just as I found in my short example above. When councils can offer flexible work options, they’re more likely to attract highly skilled workers who may otherwise have ruled out public sector jobs due to inflexible schedules or long commutes.

The Risks of Scrapping Remote Work in Local Government

However, Reform UK’s plan to abolish remote working entirely might not be as simple as it seems. If councils mandate a return to the office full-time, they could face backlash. The Equality and Human Rights Commission (2022) has already pointed out that making remote work impossible could disproportionately affect people with disabilities, caregivers, or those in more rural locations who can’t easily get to the office.

Forcing people back into offices could also have unintended consequences on staff morale. If employees don’t feel that their personal circumstances are being considered, they may begin to disengage from their work, which could affect overall performance and service delivery.

Moreover, with the ongoing cost of living crisis and rising travel expenses, many public sector workers may struggle to make daily commutes, potentially leading to higher turnover rates and recruitment challenges.

An employee in a suit chained to an office desk art deco style.

Striking the Right Balance: Hybrid Models and Smart Tech

So, what’s the answer here? Well, it’s clear that simply forcing everyone back into the office isn’t the way forward. Instead, a hybrid model that balances flexibility and in-person collaboration could be the key. Investing in the right digital infrastructure is essential – when done right, councils can facilitate smooth communication, collaboration, and productivity across hybrid teams.

As noted by Gallup (2021), strong communication, clear expectations, and the right technology are vital for making remote and hybrid work successful. If councils invest in the right tools and provide training to help employees adapt, the whole system can thrive, no matter where people are working from.

Additionally, Reform UK should consider a more nuanced approach to public sector work, one that includes flexibility for those who need it, without undermining collaboration or productivity. A flexible approach – with clearly defined goals and regular check-ins – should meet the needs of both employers and employees.

Final Thoughts: It’s All About Balance

At the end of the day, there’s no one-size-fits-all answer when it comes to how people work in local government. While full remote work might not be for everyone, forcing a return to the office could create more problems than it solves. The reality is that we no longer live in the early noughties, and we should be leveraging the technology available to us to evolve our working practices to improve both productivity and the work experience.

What public sector organisations need is a balance – a hybrid work model that allows flexibility without compromising on collaboration and performance. And let’s not forget, the most successful remote work policies are the ones that listen to employees and provide the tools and resources they need to succeed.

So, Reform UK, if you’re reading this, we’ve got a suggestion: Maybe it’s time to rethink your stance on remote work. There’s a better way forward, and it’s all about flexibility, inclusivity, and the right tools. After all, we all want the same thing – the best services for our communities.

References

1.      Bloom, N., Liang, J., Roberts, J., & Ying, Z. (2015). Does Working from Home Work? Evidence from a Chinese Experiment. The Quarterly Journal of Economics, 130(1), 165–218.

2.      British Psychological Society. (2020). The psychological benefits of remote working: Insights from the pandemic.

3.      Committee for Economic Development of Australia (CEDA). (2021). The Financial Impacts of Remote Working in the Public Sector.

4.      Gallup. (2021). State of the Global Workplace: 2021 Report.

5.      Equality and Human Rights Commission. (2022). Remote Working and Equality: What You Need to Know.

6.      Civil Service World. (2022). Digital Transformation in Local Government: Why Many Councils Are Falling Behind.

7.      UNISON. (2021). Working from Home: How Local Government Is Adapting to Remote Work.

8.      Local Government Association. (2022). The Impact of Remote Working on Local Government Services.

9.      Camden Council. (2022). Hybrid Working: The Camden Approach.

10. Highland Council. (2022). Adapting to Hybrid Working in the Public Sector: The Highland Council Model.