This report describes results of a study gathering information from employers using the Clerks Award in their workplace and employees working in roles covered by the Clerks Award about their perspectives and practices of work from home (WFH) arrangements. This study provides comprehensive insights into current WFH practices under the Clerks Award, highlighting significant trends, barriers, and demographic differences. These findings will inform the development of relevant terms under the Clerks Award. 

The report highlights:

• there is a group of employees under the Clerks Award who do not currently WFH but would like to,
• the practice of employees working additional hours when employees WFH,
• how certain roles under the Clerks Award cannot currently be performed remotely, and
• how perceptions of performance affect WFH.   

Key survey findings

• 55% of employers offered WFH for all or most clerical roles, 25% offer it to some employees on a case-by-case basis, and 20% rarely or did not offer WFH.
• Employer level barriers to WFH uptake are that the role cannot be performed remotely (43%) or requires in-person client interaction (28%), and collaboration is more difficult remotely (36%).
• Two-thirds (66%) of all employees surveyed indicated being able to WFH to some extent, with over half (52%) currently doing so.
• 86% of employees who have the ability to WFH said it had a positive impact on their work-life balance, 76% said it had a positive impact on their mental health, and 67% said it had a positive impact on their physical health.
• 40% of employees said they worked longer hours when WFH, compared with only 13% who said they worked fewer hours when WFH.