Author Description

The unprecedented extension of telework as a result of the outbreak of COVID-19 gives rise to questions about the impact of this form of work organisation in the longer term, particularly because there are many reasons to believe that it will accelerate pre-existing trends towards the digitalisation of work and the increasing flexibility of work arrangements. Many employers have had a large proportion of their employees working from home since March 2020. Both employers and employees with no previous experience of telework have faced the advantages and drawbacks of this work arrangement. As time goes on, it is likely that telework and more flexible work organisation arrangements will become a more prominent and permanent feature for employers and employees. While literature outlines the potential benefits of telework for both organisations and individuals in terms of flexibility, autonomy, performance and work-life balance, studies also point out potential drawbacks. Telework has traditionally been associated with psychosocial risks, mainly related to the pervasiveness of information and communications technology (ICT) (extended availability and increased workload), blurring boundaries between work and private life (work-life conflict) and isolation. Telework also entails higher ergonomic risks because working outside the employer's premises increases the complexity of risk assessment and the enforcement of occupational safety and health (OSH) standards by either the company or workers' representatives. The increased prevalence of telework as a consequence of the COVID-19 pandemic has led to increasing interest regarding this form of work organisation and its impact on the well-being and health of employees. For this reason, in autumn 2020 the European Agency for Safety and Health at Work (EU-OSHA) conducted a consultation with its national focal points (FOPs) network through an online survey about existing legislation applicable to telework in a national context, a