We are employees of NHS England expressing our concerns regarding the recently announced directive of a return to the office for 40% of our working hours. This decision, introduced without prior consultation with staff or the involvement of our union representatives, prompts us to seek a reconsideration of the current approach to returning to the office.

Over the past four years, the operational model of NHS England has predominantly shifted to remote work. This shift has significantly influenced our living and financial planning, with many of us adjusting our budgets based on the assumption that we would not need to commute two days a week. It is also important to highlight that numerous employees have joined NHS England during this period under the explicit understanding that their roles would not require office attendance for 40% of their working time.

The transition to remote work has not only been seamless but has also proven to be successful over these years, raising questions about the need for a sudden alteration in this established practice. We believe that there has not been a transparent, evidence-based rationale provided for this shift. Conversely, there is ample evidence supporting the efficacy and benefits of remote work, both in terms of productivity and employee well-being.

The abrupt decision to return to the office overlooks the significant challenges and concerns faced by employees, especially during the ongoing cost of living crisis. Many of us are concerned about the increased financial burden due to commuting costs, childcare arrangements, and the potential negative effects on our work-life balance. This sudden shift also disregards the preferences and needs of employees who have adjusted to and perhaps thrived in a remote or hybrid working environment. Moreover, this approach will limit the development opportunity to those who cannot afford to live in certain areas, especially for those who live in more rural areas.

The absence of staff consultation or union involvement in this decision-making process is particularly troubling. We believe that a transparent, inclusive approach to significant workplace changes is crucial for fostering a positive organisational culture and maintaining trust between employees and management.

We respectfully request that the leadership reconsider the instruction for a full return to the office. We propose exploring alternative approaches, such as maintaining the choice to work hybrid, or to attend less frequently by choice, which take into consideration the diverse needs and circumstances of all employees.

We urge the exec board of NHS England to consider the points raised in this petition and to engage in an open and constructive dialogue with employees and their representatives. Together, we can develop a strategy that respects the well-being of employees, addresses operational needs, and supports the long-term success of our organisation.