Following the recent announcement regarding the change in the implementation of the policy on Flexible Working Arrangements (ST/SGB/2019/3), the Staff Council wishes to inform you about its recent advocacy efforts.
When a unilateral decision to restrict the number of telecommuting days to a maximum of two days was communicated in the Joint Advisory Committee (JAC) meeting on Wednesday, 22 October 2025, the Staff Council addressed an Inter-Office Memo on the matter to the former Executive Director on 30 October 2025. In the Memo:
- Your Staff Council expressed serious concerns about the planned restrictions on Flexible Working Arrangements (FWA). In the memo, it was explained that the change significantly impacts staff welfare and that the decision was made without prior consultation with the Staff Council, without any meaningful consultations within the framework of the JAC.
- We questioned the lack of a clear, evidence-based rationale and stressed that any staff performance concerns while telecommuting should be managed in accordance with individual FWA compacts and through the performance management system. The current policy already provides mechanisms for managers to ensure the effective and efficient delivery of work while balancing the demands with life outside the office, which is precisely the purpose of the policy.
- Our memo recalled Section 2.1(b) of the policy, which states that flexible working arrangements are voluntary arrangements agreed between staff and managers, “such as first reporting officers,” as well as the footnote to Section 2.1(b), which clarifies that “first reporting officers are considered to be best placed to assess the functions and performance of staff members.”
- We reiterated Staff Council concerns regarding another long-standing issue, namely that some managers and directors have been dissuading the staff they supervise from submitting FWA compact requests in writing, which goes against the letter and spirit of ST/SGB/2019/3 and the relevant OHR guidance and threatens the principles of transparency, fairness and reasonable use of discretion. Paragraphs 2.1 (c) and (d) state that both the request and approval should be in writing and that the basis for any non-approval should also be in writing. We have stressed that the discretion of managers is not boundless and does not extend to prevent staff from submitting an FWA request and compact.
- The inconsistent and restrictive practices surrounding the granting of FWA options have been taking a toll on staff well-being for many years. In the context of the current financial crises, curtailing FWA options, including the ability of staff to work from home, with no clear justification or exigency, is bound to significantly heighten the stress and anxiety of staff, further erode trust in the Organization’s commitment to staff welfare, and increase an already pervasive feeling among staff of arbitrariness and disenfranchisement.
- All staff should have the right to submit a compact and engage in a fair discussion about the possibilities and feasibility for availing of FWA respected, and all requests in line with the SGB should be considered fairly and equitably and evaluated on objective grounds that are related to the actual workloads or exigencies of service, rather than vague preferences or unjustified leanings.
- Staff have made significant decisions, both in the workplace and personally, based on the current implementation of ST/SGB/2019/3 and their agreed compacts. These encompass personal and family necessities, such as childcare arrangements, commuting choices, places of residence, as well as professional decisions, such as agreements to willingly share large open office spaces, all of which should be fully respected and taken into consideration.
- Restrictions on FWA will be more detrimental to women and single parents, since they have availed in UNOV/UNODC in substantially greater numbers of the possibility to have FWA compacts and frequently need these arrangements to balance their professional engagements and caregiving responsibilities.
The UNOV/UNODC Staff Council, therefore, requested the Executive Committee to reconsider its decision and to seek appropriate solutions to any existing issues with FWA that do not impact all staff unnecessarily or indiscriminately, and without undermining the efforts that the Organization has been deploying for the achievement of gender equality. We also requested full consultation within the framework of JAC and expressed hope for a solution that safeguards staff welfare and dignity without compromising our operational effectiveness, professionalism, and ethical standards.
The UNOV/UNODC Staff Council maintains its position on the matter and acknowledges that our request for a deferral of the implementation until 1 January 2026, to allow some time for staff to make necessary arrangements, was taken into account. We had also been informed that several Directors and Managers, including in field offices, had anticipated the change in approach to FWA by communicating to their staff that only a maximum of one day of telecommuting would be allowed.
We call on them to lift this measure, in conformity with the decision announced by the administration on Friday 14 November, in order for their staff to avail of the framework decided by the former Executive Director.
We encourage all colleagues who wish to telecommute to submit their requests in writing, using the dedicated application in SharePoint. While your request might be refused, it should be considered fairly and equitably and evaluated on objective grounds related to the actual workloads or exigencies of service, rather than unjustified discretion, in line with ST/SGB/2019/3.
