Londoners have been slow to get back to their desks compared to workers in other large cities, according to Return to the Office, the latest report from think tank Centre for Cities. Why is that, does it matter and what can be done?
The report’s polling, carried out in June, finds that central London office workers are spending an average of 2.7 days per week in the office, less than their counterparts in Paris, New York and Singapore, though pretty similar to those in Sydney and Toronto. As in those other cities, their office days are concentrated in the middle of the week, with London showing the sharpest drop-off on Fridays, when just 40 per cent are traveling in to work.
London’s sluggish return is explained by two main factors, the report suggests. On the management side, London bosses seem more reluctant than those in other cities to specify when workers need to be in. And while workers and bosses alike value the chance to develop relationships and collaborate in person, London’s workers particularly also appreciate the cost savings and time flexibility offered by working from home – more than those in other cities.
The Centre for Cities findings reflect those of the King’s College Policy Institute’s London Returning survey of 2022. This found that most London workers felt positive about being in the office, but that 80 per cent said that avoiding the commute, its costs and its time demands was a good reason to continue working from home.
London government has sought to address this issue through the “Off Peak Friday” trial that ran from March until May on Underground, Overground, DLR, Elizabeth line and some National Rail services. It led to a modest increase in commuting on Fridays, but awareness and take-up was limited. Speaking at the Centre for Cities launch event on Tuesday evening, Deputy Mayor for Business Howard Dawber said City Hall was still mulling the outcomes of the trial.
However, while London commuting costs are high compared to most of the other cities in the study, I suspect the bigger problem lies outside the capital. On commuter lines beyond Sadiq Khan’s control, both expense – despite the paltry savings offered by flexi season tickets – and chaotic performance, worsened by rolling strikes in recent years, make a trip to London a pricey roll of the dice.
These costs and inconveniences may explain one area where London bucks the trend: in London, unlike the other cities, younger workers were spending most days in the office and saying they work most effectively there. They are also the workers most likely to live in London, while many older ones commute in from the Home Counties – a trend that was accentuated during the pandemic – or at least used to. Anyone who has joined an online call with younger workers balancing laptops on washbasins in shared flats with iffy WiFi while older workers dial in from their immaculately-restored half-timber country cottage may understand why the former are keener than the latter to get back.
At the launch event, panel members Dawber, Kat Hanna (Managing Director at Avison Young) and David Wreford (Partner at Mercer) agreed that the return to the office seemed to have plateaued in London, and that the pandemic had accelerated and intensified trends towards more flexibility. But there was less consensus among panellists and audience members on whether this was a good thing, and about what if anything could be done about it.
A fundamental question was, against the backdrop of government’s “Growth Mission”, how does hybrid working affect productivity? Intriguingly, Return to the Office finds that most workers could see individual productivity benefits from working at home, but were concerned about the long-term impacts on skills, pay and promotion prospects, all of which affect organisational productivity. The skills gap could particularly affect younger workers, unable to learn from working alongside more experienced staff, if the latter continued to stay home for most of the week.
The evidence on productivity is still emerging and tentative, though face-to-face interactions and proximity are the lifeblood of the agglomeration benefits that cities offer – even if these apply more for some teams and some sectors than for others. The report recommends that more research be done on the productivity impacts of hybrid working, but the risk is that we will only know the impacts when looking in the rear-view mirror; that we won’t know what we’ve got till it’s gone. So we need to make some informed judgement calls and watch for early signs of long-term effects.
In the meantime, more flexible working patterns were transforming working life for people with caring responsibilities – generally women, who the London Returning survey found were more positive about working from home and more reluctant to be told to work more days in the office. Reduce flexibility and these workers might once again be excluded from the workforce. The Mercer research confirmed this, Wreford added: women were most likely to switch or stay in jobs as a result of flexible working incentives, while men were more likely to be motivated by financial rewards.
Furthermore, while parts of central London’s economy were struggling with new work patterns, suburban areas might be thriving (though ONS analysis suggests local spending patterns have returned to their pre-Covid levels). And Hanna observed that a broader shift to mixed use might strengthen central London’s offer as a place of leisure, as well as work: “It’s called the Central Activities Zone; that doesn’t tell you what those activities need to be.” While peak hours Tube use remains below 2019 levels, evening and weekend riderships are already higher, suggesting that London’s offer to visitors – short and long distance – is stronger than ever.
Finally, what, if anything, should be done to change the situation? Mayor Khan wants central London to be busy, Dawber said, but can only offer incentives and encouragement. British bosses are reluctant to impose tougher “back to the office” mandates according to the polling, and government policy is pointing in the direction of more flexibility, not less.
So, is this the much discussed “new normal” – neither citypocalypse nor a snap back to the heady days of February 2020? It may be an equilibrium for the moment, but perhaps not a stable one. As panellists noted, climate change and artificial intelligence may dramatically change where, how and by whom office work is performed in the future. We may be only at the beginning of a period of rapid change.
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