The world of work is changing faster than ever before, and one of the most significant shifts in recent years has been how and where employees work. Commuting, once an accepted and unavoidable part of daily life, has come under scrutiny as businesses and workers reassess its impact on productivity, wellbeing and overall happiness. WorkL research consistently highlights that commute times and conditions play a vital role in employee satisfaction. Drawing on his 40 years of business experience, including his time as Managing Director of Waitrose and founding WorkL, Lord Mark Price explores the impact of the commute and what can be done about it.
The hidden cost of commuting
For decades, employees have accepted long commutes as the price of career advancement and job security. However, the pandemic dramatically shifted perceptions, revealing that many roles can be performed efficiently without daily travel. WorkL’s data shows a strong correlation between commute dissatisfaction and lower workplace happiness, making it imperative for businesses to re-evaluate their stance on traditional office set-ups.
Time lost and productivity concerns
Commuting consumes valuable time that could otherwise be used for productive work or personal pursuits. The average worker in major cities spends between one to two hours daily commuting. Over a year, this adds up to hundreds of hours lost in transit. This is time that could be spent on professional development, creative problem-solving or simply recharging, factors that directly contribute to job satisfaction and engagement.
The physical and mental toll
Lengthy commutes don’t just impact time; they also take a significant toll on mental and physical wellbeing. Employees dealing with heavy traffic, overcrowded public transport and unpredictable delays experience heightened stress levels, which can lead to burnout. WorkL’s insights show that employees with long and stressful commutes report lower engagement and higher Flight Risk, meaning they are more likely to seek employment elsewhere. This presents a major challenge for employers aiming to retain top talent in an increasingly competitive market.
Companies that acknowledge these challenges and offer solutions stand to gain from a healthier, more motivated workforce.
Commuting and work/life balance
Work/life balance is a key factor in employee happiness. A long and tiring commute can erode personal time, making it difficult for employees to engage in meaningful activities outside of work. Whether it’s spending time with family, exercising or pursuing hobbies, employees value the ability to maintain a balanced life.
WorkL’s data suggests that employees who work closer to home or have flexible working arrangements report significantly higher satisfaction levels. Employers who prioritise flexible commuting policies not only improve employee morale but also create a culture that values wellbeing.
The rise of hybrid work
Hybrid work has emerged as the preferred model for many organisations, allowing employees to split their time between home and the office. This model provides flexibility while still creating in-person collaboration when necessary. WorkL’s research indicates that employees who have a choice in where they work are significantly more engaged and less likely to leave their jobs.
However, a successful hybrid model requires careful planning. Employers must ensure that office days are meaningful, with a focus on collaboration, training and team bonding rather than tasks that could be completed remotely. Thoughtful scheduling and clear communication are key to making hybrid work a long-term success.
Decentralised workspaces and local hubs
Another approach to reducing the negative impact of commuting is the creation of decentralised workspaces. Rather than requiring employees to commute to a central headquarters, companies can establish satellite offices or co-working spaces closer to where employees live.
This model offers multiple benefits:
• Reduced commute times, improving work/life balance and reducing stress
• A professional environment for employees who may struggle to work effectively from home
• Increased flexibility while still maintaining a sense of community and company culture
Large companies such as Google and Microsoft have already begun experimenting with this model, and the results are promising. By rethinking office locations, businesses can meet employees where they are, rather than forcing them into outdated commuting patterns.
Remote work: A viable long-term solution?
For some roles, remote work is a natural fit. Advances in technology have made it easier than ever for teams to collaborate effectively, regardless of location. While some leaders have expressed concerns about remote work’s impact on culture and innovation, WorkL’s data suggests that employees who are trusted to work remotely often demonstrate higher levels of motivation and loyalty – this is because they are empowered to take control of their workload, without being micromanaged.
However, remote work is not without its challenges. Employers must invest in robust digital tools, regular check-ins and clear performance metrics to ensure productivity remains high. Additionally, social isolation can be a risk, so businesses should develop virtual and in-person opportunities for connection and engagement.
Employer strategies for a happier commute experience
While rethinking work locations is critical, businesses can also take steps to improve commuting experiences for those who still travel to work.
- Flexible start and end times
o Allowing employees to adjust their work hours can help them avoid peak travel times, reducing stress and improving work-life balance - Subsidised or alternative transport options
o Offering financial support for public transport, company shuttle services or cycle to work schemes can ease the burden of commuting - Encouraging remote work days
o Even one or two remote work days per week can significantly improve employee happiness and productivity - Investment in well-designed offices
o If employees are commuting, they should be coming to a space that is comfortable, engaging and conducive to high performance. Offices should be designed with employee wellbeing in mind - Regular employee feedback
o Employers should continuously assess and adapt work location policies based on employee input to ensure their needs are being met
The future of work is not about eliminating the office but about optimising where and how employees work to maximise happiness and productivity. The days of long, stressful commutes being an unavoidable aspect of professional life are coming to an end. Companies that embrace hybrid models, decentralised offices and remote work options will attract and retain top talent while creating a more engaged and satisfied workforce.
WorkL’s research confirms that commuting plays a crucial role in employee happiness. By rethinking work locations and implementing smart commuting policies, businesses have a unique opportunity to create workplaces that prioritise wellbeing, flexibility and efficiency. The companies that adapt to these changes will not only see higher levels of employee satisfaction but also drive long-term success in an increasingly competitive world.
Lord Mark Price is author of Happy Economics: Why The Happiest Workplaces Are The Most Successful (published by Kogan Page).
