Regardless of one’s occupation, having the ability to organise working hours in a flexible way, whilst not compromising rights and the standard of work, could be the easiest way to maintain a steady work-life balance. And with the COVID-19 pandemic bringing about a drastic change in the ‘normal’ work habitudes, I sincerely think that we should assess the positive outcomes, which contributed to our quality of life and obviously our productivity, and we should now encourage them.

Information technology and digital infrastructure played a massive part during COVID-19, without which we would all have come to a drastic standstill, affecting our daily routines, work productivity and schooling to name just a few, with a severe impact on our economy. However with the swift digital adaptation, life continued.

I will not delve into the transition from the accustomed office environment to working from an impromptu home office. However, what we experienced during COVID-19 should be taken into account when dealing with this subject.

My immediate reaction is that it should be the governments and the European institutions that should lead by example in this regard. Let me state from the outset that not all types of work can offer flexibility as this highly depends on the nature of the business. Ensuring that workers have an appropriate work–life balance, however, is objectively important for their health and wellbeing. Moreover, when considering the unequal share shouldered by women in caring responsibilities, the gender dimension of these proposals cannot be underestimated.  

I have had interest on this topic for ages now, and I am pleased that as a Member of the European Parliament I can push this further.

Last month, together with the General Workers Union I launched a collaboration to concretely discuss flexi-work. To achieve this, we need dialogue and strong structures that offer flexible working conditions - priority should be given to results and not to physical presence at those places of work that permit this structure.

May I add that flexible working conditions do not necessarily imply eliminating office time. Human contact is also important, as are certain meetings and work held “face-to-face”. However, I believe in choice and that there should be a discussion and agreement between the employer and the worker leading to flexible arrangements that include, for example, a mixture of office time and work from home time.

Here I again emphasise that the Government and European Institutions should serve as a model.

The digital transformation would mean nothing if we do not put social value at its centre. We will be working on this initiative at the local and European level to broaden the discussion. I also believe that this should be done with all stakeholders, including the private sector and the authorities, while also conducting studies on the world of work and the legislative changes needed.

It is worth noting that a Eurofound Research report carried out before the COVID-19 pandemic, titled “Industrial relations:  Regulations to address work–life balance in digital flexible working arrangements”, is a good source to get a view of the situation in EU countries related to flexi-work.

The report states that at European level, the share of workers reporting difficulties in reconciling work and family life has remained stable since 2000 (at around 20%). However, there are significant differences between countries. For example, 23% of workers in France and 27% of workers in Greece report a poor work–life balance. In Germany, only 17% of workers report the same.

I am pleased to note that in its last plenary session, the European Parliament voted in favour of a report on employment guidelines seeking a Council decision to guarantee better protection of workers’ rights in Member States. Such guidelines promote flexibility and state that “Member States should ensure that parents and other people with caring responsibilities have access to suitable family leave and flexible working arrangements in order to balance work, family and private life, and promote a balanced use of these entitlements between women and men.”

Obviously one also has to look at the legislative aspect. At present Maltese law provides for the possibility of telework but similar to the majority of Member States, we are far cry from fully implementing the Work-Life Balance Directive.

Over and above legislation, we have to start from educating about the subject. We need to promote a culture of flexibility based on trust at the workplace as  we truly believe that flexibility benefits both the employer and the employee.