Teleworking
Telework is a work arrangement in which work is performed outside a default place of work, normally the employer’s premises, by means of information and communication technologies (ICT). The main features of telework are the use of computers and telecommunications to change the usual location of work, the frequency with which the worker is working outside the employer’s premises and the number of places where workers work remotely (mobility).
Considering mobility, ICT-based mobile work can be defined as the use of information and communications technologies, such as smartphones, tablets, laptops and/or desktop computers, for work that is performed outside the employer’s premises and largely ‘location independent’. Mobile work could be considered a variation of telework. When using the term ICT-based mobile work, the emphasis is on the fact that workers work in a range of locations and use ICT to connect to shared company computer systems.
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Der Wechsel zum hybriden Arbeiten: Management-Herausforderungen – Digitale Geschichte
Diese digitale Geschichte präsentiert die wichtigsten Erkenntnisse darüber, wie hybride Arbeit Managementpraktiken auf Linienmanagerebene verändert: Warum hybride Arbeit neue Formen der Koordination erfordert; Wie Manager Sichtbarkeit und Leistungsüberwachung ohne physische Mitanwesenheit aufrechterhalten; Was den Teamzusammenhalt und das Wohlbefinden über verteilte Teams hinweg aufrechterhält; Wie ein gerechter Zugang zu Informationen und Chancen gewährleistet werden kann; Wo politische Leitlinien oder Unterstützung am dringendsten benötigt werden.Der Wechsel zum hybriden Arbeiten: Managementherausforderungen
Die COVID-19-Pandemie beschleunigte den Übergang zum hybriden Arbeiten, bei dem die Mitarbeitenden ihre Zeit zwischen Homeoffice und vor Ort aufteilen. Obwohl dieses Modell mehr Flexibilität bietet, bringt es auch neue Herausforderungen für Linienmanager und andere Vorgesetzte mit sich. Dieser Bericht untersucht, wie hybride Arbeit die Arbeitsorganisation neu gestaltet und die täglichen Managementpraktiken auf Führungsebene beeinflusst, wobei der Schwerpunkt auf Veränderungen in Koordination, Kommunikation, Leistungsmanagement und Mitarbeiterwohlbefinden liegt.Jederzeit und überall arbeiten: Die Qualität der Arbeitszeit in der EU
Dieser Forschungsbericht untersucht, wie flexible Arbeitsbedingungen in der EU die Qualität der Arbeitszeit, Autonomie und das Wohlbefinden der Mitarbeiter beeinflussen, und vergleicht die jüngsten Entwicklungen mit vor einem Jahrzehnt. Es analysiert Unterschiede zwischen Qualifikationsniveaus, Sektoren und Mitgliedstaaten und bewertet die Rolle von Vorschriften und politischen Maßnahmen wie dem Recht auf Abschaltung.Eurofound carries out research on telework and ICT-based mobile work in its activity on working conditions and sustainable work, including in its research on new forms of employment. Topics covered include work–life balance, working time, working conditions and the right to disconnect, as well as the impact of COVID-19 on the way we work. Different levels of telework/ICT-based mobile (TICTM) work intensity or frequency and range of places at which individuals work may have different consequences for working conditions.
ICT has revolutionised work and life in the 21st century. Advances in ICT have opened the door to new ways of working. Teleworking and ICT-based mobile work have become subsumed into a package of flexible working arrangements aimed at modernising the organisation of work. Policymakers in many EU countries are debating the rapid change in the way we work and the knock-on implications on other aspects of our daily lives, like work organisation, work–life balance, health and well-being.
The European framework agreement on telework, signed by the EU-level social partners in 2002, defines telework and sets up a general framework at European level for the working conditions of teleworkers. It aims at reconciling the needs for flexibility and security shared by employers and workers. Since then, technological developments have contributed to expanding this work arrangement and paving the way for a higher level of mobility of workers to work remotely.
In June 2020, the EU-level social partners signed a framework agreement on digitalisation, which outlines relevant provisions on the 'modalities of connecting and disconnecting', to be implemented at national level in accordance with the procedures and practices specific to management and labour in the Member States.
In January 2021, the European Parliament adopted a resolution calling on the European Commission to propose a law that enables those who work digitally to disconnect outside their working hours. It should also establish minimum requirements for remote working and clarify working conditions, hours and rest periods.
EUR-Lex: Teleworkingopens in new tab
ETUC: European social partners framework agreement on digitalisation (PDF)PDFopens in new tab
European Parliament: Resolution of 21 January 2021 on the right to disconnect opens in new tab
Since early 2020, as a result of the COVID-19 pandemic, many employers and employees have defaulted to teleworking, which may potentially alter the way we work into the future. This shift provides opportunities for businesses and helps workers to keep their employment, but also presents challenges around health and work–life balance linked to the blurring of boundaries, long working hours and constant availability.
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2 September 2024
Regional employment change and the geography of telework in Europe
The fast and steady recovery in employment following the COVID-19 pandemic in the EU benefited from proactive policy responses to the crisis and from resilient labour markets. Almost 90% of regions across the EU had exceeded their pre-pandemic employment levels by 2022; however, significant regional disparities remain. EU regions fared differently, depending on their economic specialisation and notably on the concentration of jobs in knowledge-intensive services that can be performed remotely. The geography of telework across EU regions was primarily shaped by differences in occupational structure, and fast internet connectivity remains an essential enabling factor. Recent initiatives to support remote work in rural, peripheral or marginalised areas through the creation of coworking spaces show how dynamism and diversity in rural economies can be promoted.
29 November 2023
Right to disconnect: Implementation and impact at company level
The rise in telework and more flexible working patterns, speeded up by the pandemic, has intensified concerns about an ‘always on’ culture and employees’ constant connection to their workplace, leading them to work additional and often unpaid hours. One of the solutions put forward to help address this issue is the introduction of a right to disconnect. Based on a survey of HR managers and employees, this report explores EU Member States’ legislation around the right to disconnect and assesses the impact of company policies in this area on employees’ hours of connection, working time, work–life balance, health and well-being, and overall workplace satisfaction.
25 May 2023
Hybrid work in Europe: Concept and practice
The term ‘hybrid work’ was popularised with the upsurge of telework during the COVID-19 pandemic, when companies and employees started to discuss ways of organising work after the crisis. The term has been increasingly used to refer to situations in which (teleworkable) work is carried out from two sites: at the usual place of work (normally the employer’s premises) and from home (as experienced during the pandemic) or other locations. However, the concept of hybrid work is still fuzzy and various meanings are attributed to it. This report aims to bring clarity to this concept by exploring the available information from two main sources: recent literature and contributions provided by the Network of Eurofound Correspondents from across the European Union. It summarises the main debates around hybrid work in the Member States and shows how hybrid work has been implemented in practice across Europe. The main hindrances, challenges, benefits and opportunities of hybrid work are also discussed.
28 April 2023
The future of telework and hybrid work
The report explores plausible and imaginable scenarios examining how telework and hybrid work in the EU might have developed by 2035, and their implications for the world of work. How prepared are managers and employees, employer organisations and trade unions, and policymakers for the greater prevalence of these ways of organising work? How can they ensure that future telework and hybrid work arrangements benefit both employees and organisations? Using a foresight methodology, the report identifies blind spots, outlines emerging issues and assists policymakers in addressing key issues related to this form of work.
8 December 2022
The rise in telework: Impact on working conditions and regulations
This report presents Eurofound’s research on telework during the COVID-19 pandemic in 2020 and 2021. It explores changes in the incidence of telework, working conditions experienced by employees working from home and changes to regulations addressing issues related to this working arrangement. The findings reveal a rapid escalation of telework triggered by the pandemic: in 2021, 2 out of 10 European employees were teleworking – a figure that most likely would not have been reached before 2027 had the pandemic not occurred. The health crisis unleashed the social and technological potential for flexibility in terms of working time and place. The impacts of telework on working conditions were initially difficult to determine because it was difficult to disentangle them from pandemic-induced factors, such as lockdowns and school closures. However, both the positive impacts, such as the contribution of telework to improving work–life balance, and the negative impacts, such as reduced social interaction and an increase in overtime worked, have become more evident. The rise in telework and an awareness of its implications for working conditions have prompted a renewed focus on regulatory frameworks, with new telework regulations passed in several EU Member States.
7 December 2022
Living, working and COVID-19 in the European Union and 10 EU neighbouring countries
The Living, working and COVID-19 survey, first launched by Eurofound in early 2020, aims to capture the wide-ranging impact of the pandemic on the work and lives of EU citizens. The fifth round of the Eurofound survey, which was implemented in spring 2022, also sheds light on a new uncertain reality caused by the war in Ukraine, record-high inflation and sharp rises in the cost of living. As a pilot survey, a shorter version of the questionnaire was fielded by the European Training Foundation (ETF) in 10 European Union (EU) neighbouring countries. This joint Eurofound-ETF factsheet presents a selection of results from the survey covering both the EU-27 and the 10 selected EU neighbouring countries.
The results reveal at least one clear commonality across respondents from all countries: serious concerns about the rising cost of living. At the same time, the results point to a large divergence in living and working conditions between respondents in the two groups of countries, but also show large differences within the EU itself and amongst the selected EU neighbouring countries.
1 September 2022
Telework in the EU: Regulatory frameworks and recent updates
This report sets out to map and analyse legislation and collective bargaining on telework in the 27 Member States and Norway. It highlights the main cross-country differences and similarities regarding telework legislation and recent changes to these regulations. It also examines the current situation regarding collective bargaining on telework. The analysis highlights many of the drawbacks and challenges of telework, focusing on provisions relating to access to telework, flexible working time, continuous availability/connectivity, isolation, occupational and health risk prevention and the costs incurred by the employee while working remotely. With COVID-19 having been an accelerator for regulating telework both in legislation and through collective bargaining, the report sheds light on how the future of telework could be regulated at national and EU level to improve working conditions and the well-being of workers.
9 September 2021
Right to disconnect: Exploring company practices
Digital technologies have made it possible for many workers to carry out their work at any time and anywhere, with consequent advantages and disadvantages. Eurofound data show that teleworkers are twice as likely to exceed the 48-hour working time limit, take insufficient rest and work in their free time, with knock-on effects on their physical and mental health. To address this issue, there have been calls for the ‘right to disconnect’. This report is based on case studies that chart the implementation and impact of the right to disconnect at workplace level. It builds on previous Eurofound research that shows an increase in collective agreements providing for a right to disconnect in countries that have enshrined this right in their legislation. With the exponential growth in teleworking brought about by the COVID-19 pandemic, the importance of striking a better balance between the opportunities and the challenges associated with teleworking and ICT-based flexible working has become more relevant than ever before.
Die Forschenden von Eurofound bringen ihr Fachwissen ein und stehen für Fragen und Medienanfragen zur Verfügung.
Oscar Vargas Llave
Senior research managerOscar Vargas Llave is a senior research manager in the Working Life unit at Eurofound and manages projects on changes in the world of work and the impact on working conditions and related policies: organisation of working time, remote work, the right to disconnect, health and well-being and ageing. Before joining Eurofound in December 2009, he worked as project coordinator in the field of health and safety and was responsible for the Professional Card Scheme for the Construction Sector in Spain at the non-profit Fundación Laboral de la Construcción in Madrid. He has a background in industrial sociology (Universidad Pontificia de Salamanca), and also holds a Diploma in Social Science Research Methods from the University of Cardiff and a Master’s degree in Health and Safety from the Autonomous University of Madrid.
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