New workplace trends highlight tensions between employers and employees, expert weighs in.
‘Clock-blocking’ and ‘coffee badging’ are the latest trends, reflecting how this generation of employees are assertive and keen to explore ways to protect their time and energy.
Guy Thornton, founder of online testing platform Practice Aptitude Tests, reviewed the State of Hybrid Work Report, which surveyed over 2,000 full-time UK employees to assess their views on the current work environment.
One of the key insights from the report highlights two emerging trends: ‘clock-blocking’ and ‘coffee badging’.
What are ‘clock blocking’ and ‘coffee badging’?
In recent months, the work environment has become increasingly complex, with simultaneous Return-to-Office (RTO) mandates from major firms clashing with Labour’s push for the right to work from home.
In response to these RTO mandates, employees are setting firmer boundaries at work by adopting practices such as ‘clock-blocking’ and ‘coffee badging’.
Clock-blocking refers to the practice of reserving specific times in one’s calendar to avoid meetings that extend beyond designated work hours. This tactic is being used increasingly to maintain a healthy work-life balance, particularly as 19% of employees report feeling overwhelmed at work.
According to the report, millennials are the most likely to engage in clock blocking, with 57% admitting to the practice, compared to 22% of Gen Z and 16% of Gen X employees.
Coffee badging, on the other hand, involves starting the workday at the office for a few hours before heading home to complete tasks remotely.
This trend has gained momentum, with 39% of employees admitting to practising it—an increase of 16% compared to 2023. Interestingly, 54% of employees caught coffee badging reported that their employers were unbothered, suggesting the practice is likely to persist despite RTO mandates.
What does this indicate about employer-employee relationships
Coffee badging and clock-blocking highlight significant tensions and dynamics in the modern employer-employee relationship, particularly within the context of hybrid and post-pandemic work environments. A large number of businesses are summoning employees back to the office, even though most still prefer hybrid or remote work.
To counter return-to-office (RTO) mandates, these trends and behaviours have emerged as coping mechanisms for employees. This primarily indicates an erosion of trust between employers and employees.
Employees may feel that employers are enforcing in-office presence unnecessarily, prioritising ‘butts in seats’ over actual productivity. Conversely, employers might perceive employees as lacking full commitment, especially if they believe that flexibility is being exploited.
Conflicting expectations have also arisen. With increased flexibility, employers may feel they have less control and visibility, which explains their insistence on in-office days. Meanwhile, employees, having experienced the benefits of flexibility and remote work—often achieving equal or greater levels of productivity—may resist returning to rigid working structures.
A guide to couples’ finances and why you need a cohabitation agreement
