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Remote work has been of interest to managers since the implementation of new information and communication technologies (ICTs). During the initial period, it was treated as an employee’s privilege or even a luxury and as such it was not a popular practice. The COVID-19 pandemic and the intervening period have changed attitudes toward remote work, as it became a necessity for many organisations. However, in connection with its use, many new, previously unknown problems have arisen, such as: the organisation of remote work, the supervision and monitoring of work performance, and employee support. The present research was conducted using a standardised questionnaire computer-assisted telephone interview (CATI) method in May–June 2021 on a population of 248 enterprises, divided into micro, small, medium-sized and large entities. The research data were collected during the COVID-19 pandemic which, on the one hand, provided an exceptional opportunity to fill in the theoretical gaps that were existing in this field; however, on the other hand, it could be burdened with certain flaws due to the context of the pandemic. An enterprise’s attitude to remote work has a positive influence on the efficiency of the remote work, the control of the remote work and the remote work support, with the strongest impact exerted on the last of the factors mentioned. A better attitude to remote work influences, to the largest degree, an enterprise’s support for performing work from remote locations outside of corporate offices. Among the enterprises that were surveyed, the following were most frequently indicated as elements of such support: additional office equipment provided to an employee, remote work training, and the installation of additional computer programs. Financial support was declared by about 11% of the enterprises and it usually took the form of a remote work allowance or funds to cover the costs of purchasing equipment or paying for the Internet.

Ovim radom obrađena je problematika rada od kuće, odnosno rada na izdvojenom mjestu rada, budući da se autori prvenstveno usmjeravaju na ovaj oblik rada. Uvodno su navedeni uvjeti koji su prethodili sve češćem korištenju ovakve mogućnosti rada. Obrađena je pravna regulativa EU-a o pitanju izdvojenog mjesta rada koja definira uvjete rada, sigurnost i zdravlje radnika na radu, odnos privatnog i poslovnog života radnika, zaštite podataka radnika te prava radnika na isključivanje. Istaknut je i Okvirni sporazum o radu na daljinu kojim se nastojao definirati način rada koji bi bio povoljniji i za radnika i za poslodavca na način kojim bi radnik imao na raspolaganju mogućnost obavljanja rada izvan prostorija poslodavca, čime bi se radniku omogućila veća fleksibilnost u radu, a time i povećala produktivnost rada. U radu se također obrađuje i regulativa rada na izdvojenom mjestu rada u nacionalnom zakonodavstvu te prikazuju pravni akti koji se nadovezuju na temeljne odredbe iz Zakona o radu, a odnose se na zaštitu i sigurnost na radu zaposlenika koji rade na izdvojenom mjestu rada. U svrhu dobivanja povratne informacije o stavu ispitanika o pitanju rada od kuće napravljen je anketni upitnik. Rezultati upitnika zajedno s komentarima i preporukama ispitanika prikazani su u posljednjem dijelu rada. Iz svih cjelina rada izveden je zaključak o mogućim daljnjim koracima o radu na izdvojenom mjestu rada, odnosno radu od kuće. The study focuses on the issues of working from home or other remote place, as the authors are primarily interested in this mode of work. Introductory notes describe the conditions that have contributed to the introduction of this, now frequently chosen option. EU regulations governing this issue have been examined, defining the work conditions, safety and health of workers, the private and business life of the workers, data protection of the workers and the right of the workers to shut off from the work duties. The paper also sheds light on the Frame Agreement on Remote Work intended to define the type of work that would be more favoured by the worker and by the employer, with the worker having the option to work away from the employer’s facilities, thus ensuring greater flexibility and, consequently, increasing productivity. Also examined are the regulations regarding remote work in the national law and legal acts mirroring the basic provisions contained in the Labour Act, with attention given to the safety and protection of workers working at remote locations. A questionnaire was designed to obtain feedback from the subjects regarding remote work. Data gathered in the questionnaire and the comments and suggestions are presented in the final part of the paper. Conclusions drawn from all the sections of the paper propose measures to be taken governing work from home, i.e. from remote workplace.

Background Globalization and technological progress have made telework arrangements such as telework from home (TWFH) well-established in modern economies. TWFH was rapidly and widely implemented to reduce virus spread during the Coronavirus disease (COVID-19) pandemic, and will probably be widespread also post-pandemic. How such work arrangements affect employee health is largely unknown. Main objective of this review was to assess the evidence on the relationship between TWFH and employee health. Methods We conducted electronic searches in MEDLINE, Embase, Amed, PsycINFO, PubMed, and Scopus for peer-reviewed, original research with quantitative design published from January 2010 to February 2021. Our aim was to assess the evidence for associations between TWFH and health-related outcomes in employed office workers. Risk of bias in each study was evaluated by the Newcastle-Ottawa Scale and the collected body of evidence was evaluated using the the Grading of Recommendations Assessment, Development and Evaluation (GRADE) approach. Results We included 14 relevant studies (22,919 participants) reporting on 28 outcomes, which were sorted into six outcome categories (general health, pain, well-being, stress, exhaustion & burnout, and satisfaction with overall life & leisure). Few studies, with many having suboptimal designs and/or other methodological issues, investigating a limited number of outcomes, resulted in the body of evidence for the detected outcome categories being GRADED either as low or very low. Conclusions The consisting evidence on the relationship between TWFH and employee health is scarce. The non-existence of studies on many relevant and important health outcomes indicates a vast knowledge gap that is crucial to fill when determining how to implement TWFH in the future working life. Systematic review registration number PROSPERO registration ID # CRD42021233796 .

The article presents the results of research on the digitization of services provided by the design industry in the context of the implementation of sustainable development goals, especially environmental sustainability. First, a literature review has been done. These research goals were established in the publication: investigating the impact of remote work on the implementation of sustainable development goals (in particular, environmental), examining the essence of better perception of remote work and digitization of the design process by employees of the design and construction industry, and examining barriers and factors favoring the digitization of the design and construction industry in Poland. Both a survey and interviews were carried out. To analyze data obtained from the interviews, the Colaizzi’s methodology was performed. The data obtained as a result of the survey were subjected to a statistical analysis using a cluster analysis (Ward’s method). Groups (clusters) of strong and weak barriers, supporting factors, and sustainability factors were defined. The COVID-19 pandemic has perpetuated the digitization trend in this industry. Employees and owners of project offices prefer remote work due to the flexibility of working time, time savings, work comfort, safety, and savings. Industry employees recognize the advantages and benefits of remote work in terms of environmental sustainability. The environmental impact in the form in the reduction of electricity consumption by large office buildings and reduction of the emission of harmful substances contained in car exhaust fumes are the most frequently mentioned environmental advantages. The biggest barriers are legal aspects, and sometimes difficult cooperation with a client. The research results presented in this publication, as well as the methodology adopted, are a contribution to the literature on the perception and comfort of remote work, the social effects of the COVID-19 pandemic, and environmental sustainability.

OrientationRemote working has allowed employees greater flexibility in fulfilling their tasks; but with the recent rapid shift to working from home for a significant proportion of the workforce, the common notions about remote work should be revisited, especially in a developing world context.Research purposeThe aim of the research was to test the relationship between remote work challenges (i.e. procrastination, loneliness and work–home interference) and remote work characteristics (social support and job autonomy) and its effects on employee well-being, while controlling for workload and self-discipline.Motivation for the studyAlthough remote working is not new, the changing work context has emphasised the opportunities in flexibility and job opportunities. However, challenges exist especially around the mental well-being of workers.Research approach/design and methodA mixed method approach was followed with a cross-sectional quantitative survey as the primary focus, with an open-ended question added. Data were collected in the finance industry during the coronavirus disease 2019 (COVID-19) enforced lockdown period, when employees were compelled to work from home owing to the national lockdown restrictions.Main findingsThe study confirmed the hypothesis that employee well-being will be more pronounced during remote work if employees have fewer remote work challenges and are exposed to positive remote work characteristics. The study further found that the relationship between remote work challenges and well-being is influenced by self-discipline and workload.Practical/managerial implicationsManagers will do well to consider time and place dimensions for work models in their context, but must be mindful of the challenges and opportunities.Contribution/value-addThe findings of the study are grounded in elements of self-determination theory, and the main implication for practice is the insight on how to facilitate a working environment that promotes well-being in the context of remote working.

OrientationThe coronavirus disease 2019 (COVID-19) pandemic shifted work settings, revealing gaps in current literature on how work arrangements affect employee experiences and well-being.Research purposeThis study investigates the relationship between job insecurity, work passion (harmonious and obsessive work passion) and work–life balance flexibility-ability and flexibility-willingness in work and family across traditional, semi-remote and remote work arrangements in the South African context.Motivation for the studyUnderstanding the relationships between constructs in this study benefit both employees and organisations by enabling informed decision-making and optimising work arrangements, leading to improved productivity, job security and well-being.Research approach/design and methodA quantitative, cross-sectional study was conducted with 445 participants across traditional, semi-remote and remote work groups. Structural equation modelling was employed to analyse how different work environments influenced employee experiences and outcomes.Main findingsSignificant relationships exist between job insecurity, work passion and work–life balance. Job insecurity reduces work flexibility-ability and family flexibility-willingness. Harmonious work passion generally enhances work flexibility-ability but decreases family flexibility-willingness. In contrast, obsessive work passion decreases work flexibility-willingness while enhancing family flexibility-ability and family flexibility-willingness. These effects vary across work arrangements.Practical/managerial implicationsIndividuals can use insights from this study to manage their job roles effectively, while organisations can tailor work arrangements to meet diverse employee needs, fostering a more resilient workforce.Contribution/value-addThis study contributes to our understanding of job insecurity, work passion and work–life balance in diverse work arrangements post-COVID-19, essential for fostering innovation and maintaining a competitive edge in the dynamic job market.

This text analyses the legal aspects of teleworking in Slovak labour law and remote working in Czech and Polish labour law. The text shows how Slovakia, the Czech Republic and Poland have used their experiences of employment during the COVID-19 pandemic in different ways. The basic difference is already apparent in the notions of remote working, teleworking and working from home. There are also some differences in the regulation of employers’ obligations related to the implementation of remote working. The legal regulation of remote working is in its formative stage, as evidenced by recent Polish and Czech labour-law changes. The analysis of the legal regulations of the three countries shows that remote working is a challenge. It is legitimate to analyse different legal solutions and share experiences between the countries. The text analyses the latest legal developments.

The COVID-19 pandemic has completely changed the landscape of organisations, which requires HR professionals to work closely with management to adapt to transformational changes. This research aims to study the impact of COVID-19 on HR practices in Singapore, focusing on remote work and communication. Realism and a deductive approach have been adopted in this Descriptive quantitative research, with the survey as the research strategy to explore remote work experiences and communications during COVID-19 in Singapore. As a cross-section study, the online questionnaire was used to collect responses from 102 employees with different backgrounds from different organisations and industries. It was found that almost half of the employees felt that the impact of COVID-19 on them was moderate, with more than 70% of employees working from home. Employees felt that government advisory was the most important information, and organisations effectively responded to COVID-19 updates. In the post-COVID-19 era, future scholars should consider what organisations and human resource departments must prepare when employees return to the office. Research contributions and implications include recommendations for remote work practices, implementation of partial remote work, good work schedule to improve efficiency and recommendations for communication practices, upgradation of IT systems and skills.

PurposeEmployee withdrawal behavior can be costly for an organization. Referring to the job demands-resources (JD-R) model, this study assessed employee withdrawal behavior during forced remote work due to the COVID-19 pandemic. Job demands in the recent crisis tend to be high, resulting in the use of job resources, that is, perceived organizational support (POS) during remote work and meaningful work. Thus, the study aimed to examine the roles of POS and meaningful work toward employee withdrawal behavior during forced remote work.Design/methodology/approachSelf-report questionnaires were received from 320 Thai forced remote employees in various industries. Confirmatory factor analysis was conducted, followed by structural equation model to test hypotheses.FindingsThe full mediating role of meaningful work between POS during remote work and employee withdrawal behavior was detected, emphasizing its significance as an intrinsic motivator to lessen the likelihood of withdrawal behavior.Originality/valueExisting knowledge of remote work is questioned in terms of how it applies to a forced remote situation. This study also confirmed the JD-R model in an unfamiliar scenario, contributing to our knowledge of remote work as a future of work.

Analyses of the economic activity of the Polish population indicate that in 2023, about 7% of all employees performed, usually or sometimes, their work in the form of remote work. The purpose of this publication is to analyze the impact of working with screen-monitor devices on computer vision syndromes, musculoskeletal disorders, circadian rhythm, and to identify recommendations for the proper organization of the home office. A narrative review of the existing literature on the impact of work with the use of devices equipped with screen monitors on the health of employees was performed, as well as recommendations in the above-mentioned area were presented. The most important factors determining the load on the visual organs and musculoskeletal system and affecting the overall health and well-being of employees during remote work are the proper arrangement of the workstation (in accordance with ergonomic principles) and the organization of work (limiting the time spent working at the computer/laptop, systematic active breaks) and healthy sleep habits. It is crucial that both employers, occupational health professionals and employees themselves are aware of the importance to their health of correct preparation of the home office, and have adequate knowledge in this regard. Med Pr Work Health Saf. 2024;75(1):69–80