Women and men More men than women; exception: Lithuania and Spain Age

Women and men More men than women; exception: Lithuania and Spain • Age Most of the teleworkers are at of the age of 30 to 39 • Educational level Most of the teleworkers are high educated • Rural or urban areas More teleworkers live in urban areas instead of rural Flexibility of Labour at Home

Consequences of telework on employees • Relevant studies indicate that telework is a potentially useful way of arranging work • Finnish telework researches believe that possibly it is a win-win solution for both employers and employees Flexibility of Labour at Home

Positive consequences I • Telework allows employees to organize their own working hours in a way that is most suitable for them • Teleworkers face less disruption from colleagues and superiors • Teleworkers are given more room for autonomy and responsibility • Efficiency and personal productivity increases • According to studies by Dutch researches, work productivity increases up to 15% Flexibility of Labour at Home

Positive consequences II Telework also provides valuable employment opportunities for disabled and handicapped people with special needs Allows women to harmonize their work with their family and social obligations; Balance between work and family responsibilities Flexibility of Labour at Home

Negative Consequences • Although telework an attractive alternative for many employers and employees, it still presents certain challenges • People become socially isolated • Boundaries of work and non work disappear • Such phenomenon as “workaholism” takes place Flexibility of Labour at Home

Consequences of telework on employers • Positive consequences • Telework gives to employers such positive consequences as: cost savings, increased productivity and etc • Employers are able to retain valued and skilled workers • In Italy it was proved that company may increase its productivity from 10% to 45% on average Flexibility of Labour at Home

Negative consequences Employers seek new means of surveillance; problems with data security increase Employer have to pay for installation and maintenance of appropriate equipment in divers location Flexibility of Labour at Home

I. Legal recommendations • Specific laws contra collective agreements • But: agreements between employers and employees are still necessary • Requirement of working time regulations in Belgium • Special problem: lack of control • Government supervision Flexibility of Labour at Home

II. General recommendations • Reduction of ICT costs • More collaboration between members of the EU • Promotion of telework by politicians • Increase of educational level Flexibility of Labour at Home

III. Conclusion • Not every person and function is suitable for telework • Skill development • Alternating best form of telework • Permanent telework not recommendable Flexibility of Labour at Home

Thank you very much for your attention! Any questions? Flexibility of Labour at Home

* Lithuania does not include mobile teleworking Flexibility of Labour at Home

Flexibility of Labour at Home

Figure 2: Amount of home-based teleworkers Source: SIBIS Flexibility of Labour at Home

Figure 3: Amount of mobile teleworkers Source: SIBIS Flexibility of Labour at Home

Women and men More men than women; exception: Lithuania and Spain Age