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Survey Report

Flexible Work and Rewards Survey: 2021 Design and Budget Priorities

Highlights of key findings, Western Europe

Health and Benefits|Future of Work|Talent|Total Rewards|Integrated Wellbeing

November 20, 2020

Explore our survey results for a close-up look at the current and expected future state of flexible work arrangements as well as the implications for rewards and benefit programs.

In the face of the uncertainties shaped by the pandemic, understanding how to support flexible work is key to delivering impactful total rewards, work strategies and approaches to organising work, employee experience and capturing business value.

Our Flexible Work and Rewards Survey: 2021 Design and Budget Priorities, which fielded between October 6 and 21, 2020 is based on insights from 279 employers representing 2.63 million workers.

FINDINGS – Western Europe reveals an increase in alternative work arrangements that is prompting employers to reconsider how work is designed and rewarded to improve performance, contain costs and reduce risks. While driven primarily by safety reasons now, providing flexible work options can play a significant role in keeping workers engaged and productive as we move beyond the pandemic.

Key findings from the survey include:

  • Employers expect 63% of employees will work from home in Q1 2021
  • 3 in 10 organisations are recognising that new requirements for work require a hybrid model for rewards and pay
  • Fewer than 15% say their job architecture supports a flexible, agile workforce – twice as many say it does not support this at all
  • Respondents expect the proportion of their workforce who are fulltime employees working from home in three years to be about 20% below current levels, but over 5x what it was three years ago

What does this mean for companies?

Looking ahead to 2021, the survey suggests companies will need to:

  • Immediately: review HR policies to support employees who are working in a different way.
  • In the near term: review work architecture, including through the lens of skills, to better reflect how work is organised in order to support a more flexible and agile workforce, and digital transformation
  • When ready: consider how the approach to reward and benefits needs to adapt from provision of the right type of benefits, to impact on location allowances; potential reallocation of savings on property and travel; and adapting reward to support workforce agility and digital transformation

As you finalise 2021 budgets and priorities for next year, we hope these findings provide you with an understanding of emerging practices and potential strategies for managing flexible work and rewards.

Coming soon: We’ll share more insights from survey results – based on responses from over 1,600 organisations across the world including Western Europe regional results.

Contact for further information

GB & WE Marketing

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