{"id":7312,"date":"2024-03-22T09:28:42","date_gmt":"2024-03-22T08:28:42","guid":{"rendered":"https:\/\/www.hrcapital.it\/observatory\/lavoro-agile-rallenta-il-ricorso-nel-2023-ma-lo-strumento-si-conferma-fattore-di-attrattivita-per-le-aziende\/"},"modified":"2024-04-17T09:28:26","modified_gmt":"2024-04-17T07:28:26","slug":"lavoro-agile-rallenta-il-ricorso-nel-2023-ma-lo-strumento-si-conferma-fattore-di-attrattivita-per-le-aziende","status":"publish","type":"post","link":"https:\/\/www.hrcapital.it\/en\/remote-working-use-slows-in-2023-but-remains-attractive-to-companies\/","title":{"rendered":"Remote working: use slows in 2023, but remains attractive to companies"},"content":{"rendered":"\n<p><em>According to research by HR Capital, in 2023 remote working was adopted by 60% of companies with more than 50 employees and an internal HR structure (-15% vs 2022).&nbsp;&nbsp;In less structured companies, the percentage drops below 40%.<\/em><\/p>\n\n\n\n<p><strong>Milan, 12 March 2024 <\/strong>\u2013 The possibility of <strong>working remotely <\/strong>has now established itself as one of the useful factors in making the workplace <strong>more attractive<\/strong>, both in attracting new talent and retaining those already in force. Remote working is now perceived by workers as a way of working that promotes both a <strong>work-life balance<\/strong> and, at the same time, a work ethic based on <strong>objectives<\/strong>.&nbsp;<\/p>\n\n\n\n<p>After initial and widespread use of remote working\u2013 a consequence above all of the pandemic and post-pandemic landscape, during which the possibility of working remotely five days a week was often guaranteed \u2013 today, however, we seem to be witnessing a <strong>slowdown<\/strong>, if not an actual halt, in the use of this tool.&nbsp;&nbsp;<\/p>\n\n\n\n<p>This is the picture that emerges from <strong>research<\/strong> by <strong>HR Capital<\/strong> \u2013 a subsidiary of De Luca &amp; Partners and leader in outsourced personnel management and administration services \u2013 on the current state of remote working policies by employers.&nbsp;&nbsp;<\/p>\n\n\n\n<p>According to the study<sup>1<\/sup>, conducted by HR Capital on client companies, in 2023 <strong>60%<\/strong> of <strong>the most structured companies<\/strong> \u2013 i.e. with a workforce of at least 50 people and a department dedicated to human resources \u2013 now allow remote working. Among those <strong>that are less structured<\/strong> \u2013 i.e. that do not meet the conditions mentioned above \u2013 the percentage drops <strong>below 40%.<\/strong> Both values are down compared to 2022, with a more marked decline for large companies <strong>(-15%)<\/strong>.&nbsp;<\/p>\n\n\n\n<p>Despite the affirmation of remote working in the employment field, compared to previous years, the numbers therefore record a <strong>slowdown<\/strong> in the advance of its use: from the immediately post-pandemic period to today, in fact, remote working has often been regulated in a restrictive way, especially in large companies \u2013 the same ones that had initially made greater use of it.&nbsp;<\/p>\n\n\n\n<p>\u201c<em>The data show how the entrepreneurial culture of our country still tends to consider the possibility of working from home as an alternative tool to the use of holidays and permits or as a normal additional benefit, without taking into account the advantages that, in practice, can derive from it, including the reduction of costs for the company, the well-being of workers and the possibility of increasing their productivity\u201d, <\/em>notes<strong>Andrea Di Nino<\/strong>, <strong>Employment Consultant at HR Capital<\/strong>. \u201c<em>The research\u201d<\/em>, Di Nino continues, \u201c<em>has also underlined that the latest provisions aimed at workers with children and, even more so, those aimed at so-called vulnerable workers have proven to be complicated to manage from an operational point of view, often increasing the mistrust of companies that are less structured with respect to this tool\u201d<\/em>.&nbsp;&nbsp;<\/p>\n\n\n\n<p>The regulatory framework of reference in the Italian legal system is <strong>Italian<\/strong> <strong>Law no. 81\/2017<\/strong>, which considers remote working to be a specific way of performing work, based, among other things, on the alternation between \u2018face-to-face\u2019 and remote work. The use of <em>remote working<\/em> is subject to the signing of an <strong>agreement<\/strong> between employer and employee and, in this regard, Article 23, first paragraph of the same law provides that the employer must provide electronically to the Ministry of Labour and Social Policies the names of the workers who will work remotely, as well as all the related details, through the special \u2018Servizi Lavoro\u2019 (Work Services) platform.&nbsp;<\/p>\n\n\n\n<p>On the subject, in recent years, there have been a number of <strong>legislative interventions<\/strong> (most recently, the conversion into law of the so-called \u201c<strong>Milleproroghe Decree<\/strong>\u201d) which have further extended some of the \u2018emergency\u2019 rules established by the COVID regulations. In particular, the right to remote working has been extended to workers with children under 14 years of age until 30 June 2024, as well as for workers who, based on the assessment of the company doctor as part of the exceptional health surveillance introduced during the COVID period, are more exposed to the risk of contagion from the virus (so-called \u2018vulnerable workers\u2019).<\/p>\n\n\n\n<p>Press release:<\/p>\n\n\n\n<p>Labitalia \u2013 Adnkronos Group<\/p>\n","protected":false},"excerpt":{"rendered":"<p>According to research by HR Capital, in 2023 remote working was adopted by 60% of companies with more than 50 employees and an internal HR structure (-15% vs 2022).&nbsp;&nbsp;In less structured companies, the percentage drops below 40%. Milan, 12 March 2024 \u2013 The possibility of working remotely has now established itself as one of the [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[35],"tags":[212,346],"class_list":["post-7312","post","type-post","status-publish","format-standard","hentry","category-publications","tag-corporate-welfare","tag-smart-working-en"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Remote working: use slows in 2023, but remains attractive to companies - HR Capital<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.hrcapital.it\/en\/remote-working-use-slows-in-2023-but-remains-attractive-to-companies\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Remote working: use slows in 2023, but remains attractive to companies - HR Capital\" \/>\n<meta property=\"og:description\" content=\"According to research by HR Capital, in 2023 remote working was adopted by 60% of companies with more than 50 employees and an internal HR structure (-15% vs 2022).&nbsp;&nbsp;In less structured companies, the percentage drops below 40%. 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