Public sector work-from-home policies: For local governments, the time is now

Over the last several years, a variety of factors have disrupted work environments in ways no one could have predicted. This shift caused plenty of chaos initially, but in the long run it gave rise to a powerful opportunity for change.

As many private-sector companies insist on returning employees to the office full-time, local governments have a rare moment to experiment with flexible work arrangements, including work-from-home (WFH) policies, to attract new talent and retain current employees.

Now, more than ever, public sector organizations have the chance to gain a competitive edge by embracing flexible work arrangements. The time for local governments to act is now.

Setting the stage: WFH policies are working across the country

Across many sectors, WFH policies have moved from an emergency response to a viable long-term strategy.

Some private-sector organizations continue to offer flexibility, while others are revisiting their WFH policies and are forcing employees back into offices, despite the continued popularity of remote work.

In turn, while many workers who were initially hired under hybrid or remote conditions now face the prospect of returning to an office full-time, this shift has created a significant opportunity for local government agencies to attract a talented workforce who values work-life flexibility.

The key reason why local governments should consider adopting WFH or hybrid policies is simple: The demand for talent is high, and competition from the private sector is fierce. Post-2020, local governments have struggled with vacancies, as workers have left government positions in part due to the lack of flexible work options. While vacancies within local government are not as high as they once were, there is now an opportunity to expand talent pools by offering WFH, hybrid and flexible work options to employees.

The reality, of course, is that not every job within the public sector can be performed remotely. However, positions that directly compete with the private sector – such as administrative roles, human resources, legal, IT, finance and other support functions – present opportunities for organizations to implement WFH policies to enhance their candidate pools. Even offering one remote workday per week can be more flexible than what some high-profile private sector companies currently provide.

The proof: WFH policies that are working

Examples of successful WFH and telecommuting policies in local governments and other public sector entities are growing. In various regions from coast to coast, municipalities are providing employees with the option to work from home for one to a few days each week, and early results have been promising. This flexibility has been well received by public sector employees, who now have the ability to work remotely while still serving their communities effectively.

Within many local government agencies, including the City of Madison, Wisconsin, public sector leaders have started to take note of the available opportunities surrounding remote work.

“While there are so many occupations that rely on in-person services (police, fire, transit, for example) that we cannot allow teleworking for, we adopted a job quality framework a couple of years ago that has allowed us to rethink the flexibility we can allow for many other types of positions,” said Erin Hillson, chief human resources officer for the City of Madison. “That flexibility has allowed us to attract and retain candidates who perform at a high level and require a modest amount of flexibility in how that work is done. In a job market that was increasingly tightening, holding on to the idea that we must be flexible and provide quality jobs with part time telework options has helped us capture candidates we might not have otherwise captured.”

Of course, it works both ways.

“In functions where telework is an industry standard,” continued Hillson, “we have lost out on a lot of good candidates if we were not flexible enough to allow teleworking.”

Moreover, local governments are not the only entities experimenting with flexible work policies. The success of WFH strategies in the private sector further affirms the value of these arrangements. Despite the pushback from some large firms, others have found ways to make remote work sustainable long-term. Companies across various industries have proven that employees can remain productive and engaged while working from home. And this success story is not limited to large tech companies – smaller, more community-focused businesses and government agencies can take a page from these success stories.

Getting started

Implementing successful WFH or hybrid policies in local governments requires careful planning and a thoughtful approach. A firm that specializes in public sector human capital consulting can help guide organizations through this transition.

Local governments can gain knowledge about how to compete with the private sector’s compensation packages by reviewing pay policy recommendations and fringe benefit comparisons. While government positions may not always be able to match the pay scale of big corporations, offering flexible work options can be a compelling alternative for many employees.

Moreover, HR audits and employee handbook reviews can be valuable tools in ensuring that new policies align with organizational goals and legal requirements. Such audits can assess the risks and rewards of implementing remote work options and help tailor those policies to individual departments and job functions. Similarly, human capital specialists can help identify positions that would be eligible to work from home, as well as what tracking components should be in place for employees to maintain that eligibility. Local government HR departments can benefit from expert advice on establishing clear guidelines for remote work, outlining expectations around productivity, communication and security.

Additionally, working with a firm that specializes in digital solutions can ensure employees stay connected and productive while working remotely. From implementing secure communication platforms to helping ensure data security, these tools help mitigate the risks associated with remote work, ensuring compliance with privacy laws and regulations. Specialists can help ensure that these systems are both secure and user-friendly, enabling employees to seamlessly perform their duties from anywhere.

[1] Many remote workers say they’d be likely to leave their job if they could no longer work from home, Jan. 13, 2025, Pew Research Center.