Thousands of employees at PricewaterhouseCoopers (PwC) will see significant changes to their working patterns starting in January, as the company implements a new policy to monitor the locations of all its UK workers. This move marks a shift in the accountancy firm’s approach to remote working, as they tighten control over the hybrid working arrangements that have become the norm since the pandemic.
The “Big Four” accountancy giant, which employs over 26,000 workers in the UK, recently informed its employees that their working locations will be tracked in much the same way as chargeable hours. This change aims to ensure that employees comply with a new rule requiring them to spend 60% of their working time either in the office or with clients. PwC emphasized that this is a move away from previous more flexible hybrid working practices and towards a model with a stronger emphasis on in-person work.
A New Era of Monitoring
In a memo circulated to its staff, PwC’s Managing Partner Laura Hinton explained that the firm would start sharing individual working location data with each employee on a monthly basis. This data will also be passed on to career coaches, ensuring that compliance with the new policy is consistent across the organisation.
The memo highlights a clear shift in PwC’s approach to hybrid working. According to Hinton, while hybrid working has proven beneficial, the previous guideline of spending two to three days per week in the office or at client locations was “open to interpretation.” This new policy is designed to clarify expectations and establish a more uniform approach across the company.
Balancing Flexibility with Face-to-Face Collaboration
Hinton emphasized that face-to-face working is a critical aspect of a people-driven business like PwC. “Face-to-face working is hugely important to a people business like ours,” she said, stressing the importance of employees being physically present with both clients and colleagues. However, she also reassured staff that flexible working remains a key feature of PwC’s working model, with hybrid working continuing to be offered as part of the firm’s commitment to a modern workplace.
The firm’s previous guidance allowed employees to work remotely for two to three days a week, but this was considered flexible and subject to individual interpretation. Under the new rules, a stricter 60% target is being introduced to ensure more time is spent in-person, either with clients or in the office.
Employee Reactions and Potential Consequences
The announcement has sparked a mix of reactions from employees, with some expressing concerns over increased surveillance and others seeing the change as a positive move towards clearer expectations. According to the Financial Times, PwC has stated that any issues or disagreements regarding the new policy would ideally be resolved informally before any disciplinary action is considered.
This is not the first time that major firms have reassessed their hybrid working policies in recent months. With the rise of remote working during the pandemic, companies are now reevaluating the balance between flexibility and the need for in-person collaboration. PwC’s decision to track employees’ working locations is seen as part of a wider trend in the corporate world, where businesses are seeking to regain some control over their teams’ working arrangements while still offering some degree of flexibility.
What’s Next?
For PwC employees, the changes mean that starting from January, they will be expected to spend more time at work sites or in the office, and their compliance will be closely monitored. However, the firm has made it clear that this new approach is intended to be fair and applied consistently across the business. The data shared with employees monthly will provide transparency around the policy and enable them to align their working practices with the firm’s expectations.
The Workers Union says…
“In a broader context, this move reflects ongoing shifts in workplace norms as businesses across the UK navigate the complexities of post-pandemic work environments. With the tug-of-war between employers and employees flexibility and face-to-face collaboration is far from settled, PwC’s new policy may set a precedent for other large firms considering how to manage hybrid working models moving forward.”
