Hybrid work saving Canadian companies thousands a year, survey finds

A survey by International Workplace Group (IWG) found that Canadian companies have saved more than $400,000 a year since implementing a hybrid working policy.

257 business leaders participated in the poll, which was conducted by Mortar Research back in March on behalf of IWG.

Key findings

• Almost 75 per cent of respondents have been able to reduce the size of their traditional office footprint.
• Approximately 50 per cent of employers have been able to slash office-related expenditures (utilities, supplies, etc.).
• 48 per cent of businesses now have office space outside of city centres. Among these, 58 per cent have opted to open secondary offices in the suburbs of major cities.
• 48 per cent of respondents are paying less in staff travel expenses.
• 34 per cent of employers said virtual meetings have helped reduce costs associated with hosting clients and prospects.

Staff satisfaction also higher

In addition to serious savings, 66 per cent of respondents noted a decrease in employee turnover since adopting a hybrid work model.

“Businesses are realizing that not only does hybrid working make sense for their bottom lines, it also makes their teams happier and more productive,” Terri Pozniak, IWG’s country manager for Canada, said in a news release.

The organization claims in its report that the savings allow companies to provide:

• Higher salaries and bonuses
• Enhanced benefits and perks
• One-off cost-of-living bonuses

Return-to-office mandates on the rise

IWG’s findings come as big names, including Amazon, are moving away from a hybrid work.

In January, staff at the tech giant will be required to perform their job duties at their respective offices five days a week.

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Can my employer force me to return to the office?

If you were allowed you to work remotely as a temporary measure during the COVID-19 pandemic, but your employment contract requires you to work in the office, then your employer can instruct you to resume in-office work.

This includes non-unionized individuals working full-time, part-time, or hourly in Ontario, Alberta, and B.C.

Employers in Canada generally have a right to determine where staff work—as long as it meets the standards required for a safe workplace.

ADDITIONAL RESOURCES
• Return to office in Ontario: Employee rights
• What Albertans need to know about returning to the office
• Returning to the office in B.C.: Your rights

I was hired as a remote worker, do I have to start working from the office?

If the employment contract you signed doesn’t require you to work in the office, it’s very likely that your employer can’t make you shift to in-office work.

However, some companies ask remote workers to sign a new agreement that does require them to work in the office instead.

• SEE ALSO: Rights to remote work for employees in Alberta

If your boss provides you with a new employment contract, don’t accept anything until you speak with an experienced employment lawyer at Samfiru Tumarkin LLP. Your employer can’t force you to sign it immediately or even a few days after receiving it.

WATCH: Employment lawyer Lior Samfiru explains the five things workers need to know about employment contracts on an episode of the Employment Law Show.

In many cases, these agreements take away key protections that would otherwise be available to non-unionized employees in Canada.

We can review the contract and ensure that your workplace rights are properly protected.

LEARN MORE
• Starting a new job? Here’s how an employment contract could limit your rights
• ’60 days or more’: Is it an enforceable termination clause?
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Can my employer punish me for refusing to return to the office?

If your employer allowed you to work remotely as a temporary measure, but your employment contract requires you to work in the office, the company can punish you for refusing to resume in-office work.

However, if your agreement doesn’t require you to work in the office, your boss can’t make significant adjustments to your job to punish you for turning down the switch to in-office work.

Major modifications, such as a demotion, shorter shifts, or a reduction in pay, are illegal in Canada.

LEARN MORE
• Changes to your job in Ontario: What you should know
• Job changes in Alberta: What employees need to know
• Changes to your employment in B.C.: Your rights

If you were hired as a remote worker, and negative changes are made to the terms of your employment after you refused a switch to in-office work, it’s very likely that you could treat it as a constructive dismissal.

In this situation, the law allows you to quit your job and pursue full severance pay.

However, you shouldn’t resign until a member of our team confirms that you have been constructively dismissed.

How is severance pay calculated?

Severance for non-unionized employees in Canada can be as much as 24 months’ pay.

The amount of compensation you are entitled to is calculated using several factors, including:

To figure out how much you could be owed, use our firm’s free Severance Pay Calculator. It has helped millions of Canadians determine their severance entitlements.

SEE ALSO
• Severance for provincially regulated employees
• Rights to severance for federally regulated staff
• Are severance packages different during mass layoffs?
• Severance entitlements in a recession

If your employer’s offer falls short of what our Severance Pay Calculator says you are owed, it’s very likely that you have been wrongfully dismissed and should contact an experienced employment lawyer at Samfiru Tumarkin LLP.

We regularly resolve wrongful dismissal claims and can help you secure proper severance.

Can I be fired for refusing to return to the office?

The short answer is yes. Employers in Canada can fire non-unionized workers if they refuse to return to the office.

This is known as a termination without cause. You can be let go for any reason, as long as:

• You are provided full severance pay
• The reasons for your dismissal aren’t discriminatory

If you refuse to return to the office, but your employment contract requires you to do so, your boss might be able to fire you for cause—meaning no severance package or access to Employment Insurance (EI) benefits.

LEARN MORE
• Do I have to look for new job after getting fired?
• Can I get my job back if I am fired?
• Employment Law Show: Facts about the termination process

What if I can’t return to the office because of a disability?

In Canada, employers are legally obligated to assist workers who can’t perform their job due to a disability (either physical or psychological), religious reasons, or other constraints.

As part of their duty to accommodate, companies may have to:

• Modify the individual’s shift
• Change an employee’s job requirements
• Provide someone to help an individual complete their tasks

The goal is to ensure that staff can continue to perform their job duties, despite their disability.

If you believe that your employer hasn’t properly fulfilled their duty to accommodate, reach out to our firm.

LEARN MORE
• Employment Law Show: Duty to accommodate in Canada
• What Canadians need to know about short-term disability claims
• Long-term disability claims: Your rights

Workplace issue? Contact us

Since 2007, the experienced employment law team at Samfiru Tumarkin LLP has helped tens of thousands of non-unionized individuals resolve their workplace issues.

Whether you’re in Ontario, Alberta, or B.C., our lawyers can review your situation, enforce your rights, and ensure that you receive the compensation you deserve.

Disclaimer: The materials provided in this article are for general informational purposes only and DO NOT constitute legal advice. For advice specific to your situation, please consult a legal representative at Samfiru Tumarkin LLP.