Can we quantify the benefits of teleworking? Studies carried out on teleworking before Covid-19 had highlighted greater job satisfaction, increased flexibility and time spent with family, but an increased gender gap at the expense of women in managing household tasks. and child care and greater worker loneliness. Or more well-being, but not necessarily better mental health, notes Claudia Senik in her contribution to the scientific mediation project “What do we know about work? ” of Interdisciplinary laboratory for public policy evaluationbroadcast in collaboration with Presses de Sciences Po on the site’s Employment channel Lemonde.fr. In his broader analysis of the links between teleworking and well-being, the economist provides an overview of studies carried out before and after the Covid-19 episode. The value of telecommuting has increased with experience.
American research carried out among 7,000 people then revealed that on average job candidates were willing to accept a lower salary of 8% for the possibility of working from home. A quarter of the employees surveyed would even accept a 14% drop in their income. Other surveys carried out subsequently on a larger panel gave similar results of acceptance of a salary reduction: 8.4% on average and up to 18.7% for those most requesting teleworking. In the American AWSS study on working conditions, teleworking is compared by employees to a salary increase of 4.1%.
Since the massive experience of teleworking imposed by Covid, knowledge has been refined on its impact on the organizational autonomy of employees, the quality of their interprofessional relationships, as well as the prospects for progression and the meaning of lost work. or found. A new survey carried out in 2021, still in the American context, questioned employees on the price they were prepared to pay to telework after Covid. She indicates that the attraction for this mode of organization has only grown. More than 50% of respondents who want to work from home 2 or 3 days a week believe that this would be equivalent to a salary increase of 5% or more. And almost 20% at a salary increase of 15% or more.
Finally, an international survey carried out in 2021 and 2022 in twenty-seven countries confirms this willingness of employees to pay to be able to work remotely, except in Taiwan where the culture of presenteeism is very strong. For equal national income, it is slightly negative for Taiwan and positive for all other countries, ranging from around 7-8% of salary in Brazil, Egypt, India and Turkey, to 8.8% in Serbia, and almost 12% in Ukraine (before the conflict started in 2022).
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