Barclays has announced plans to require employees to spend more time working from physical office locations, increasing expectations from two days per week to at least three days starting next month. Senior leadership will be expected to work in the office at least four days weekly under the revised policy. The bank communicated these changes through a memo distributed in July.
Unite, the labor union representing approximately 36,000 Barclays workers, has launched opposition to the new requirements. The union collected signatures on an open letter from thousands of employees contesting the change, with the number of signatories continuing to grow. Unite’s national officer Rick Coyle characterized the bank’s action as addressing a nonexistent problem, noting that workers have maintained strong financial results and quality customer service under the current hybrid arrangement.
Unite is pressing Barclays to reverse the decision entirely and has submitted a series of specific demands on behalf of workers. These requests include exemptions for employees with commutes exceeding 40 minutes or 35 miles, time off during major holiday periods and school breaks, reduced office requirements for caregivers, flexibility for childcare arrangements, and a one-time payment to offset increased transportation and childcare expenses.
Barclays justified the policy shift by stating that in-office work promotes collaboration and facilitates knowledge transfer among staff members. The bank acknowledged the value of balancing workplace flexibility with the benefits of physical collaboration. However, the bank declined to specify how many employees would be affected by the change, though the BBC understands that requirements vary by business area, with some roles such as investment banking already requiring five-day-per-week office attendance.
The shift reflects broader industry trends since the pandemic. Many large organizations including Amazon, Boots, and JP Morgan have moved toward requiring full-time office presence for certain roles, while some companies like Revolut have adjusted remote work policies for specific employee groups. Research suggests hybrid arrangements may offer advantages for both workers and employers, though approaches vary significantly across organizations.
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