ACC attempt to tighten working from home hits road block
Monday, 10 November 2025
As ACC hits the halt button on its intended tightening of working from home rules, internal documents show advice around the risks of scaling back hybrid working include a dip in performance, retention and a disproportionate impact on caregivers.
In an email obtained by the The Post, ACC chief executive Megan Main on Monday said the initial change - to cut down maximum working from home days from three to two - was intended to “support a more connected, inclusive and high performing culture, while aligning ACC more closely with practice across the wider public sector”.
The change was announced last month and was due to begin in December.
Last week, the Public Service Association launched legal action against ACC about the revised working from home provisions.
Main said in the email, “after further consideration we acknowledge we could have taken a different approach to how we consulted with you on this change”.
“As a result, we’re today setting aside the decision to change our hybrid settings from 1 December and instead commencing more structured consultation process to provide a further opportunity for you to share your views before a final decision is confirmed.”
A final decision would be made after a two-week consultation, and if any change was to happen it would have a new start date.
“I regret the uncertainty this change in approach could mean for you and I’m committed to keeping you updated as we work through this process,” Main wrote.
PSA national secretary Fleur Fitzsimons said it was a “significant and welcome back down from ACC in response to our litigation”.
“We will consider our legal options but the litigation remains filed in the [Employment Relations] Authority at this stage.”
ACC announced the working from home change after a culture review found its “hierarchical and siloed structure” was exacerbated by work-from-home policies.
Released in September, it recommended a review of hybrid and remote working policies which allow some staff to work from home up to three days a weeks, “to build inclusivity/engagement/productivity”. The review followed a Stuff investigation earlier this year over concerns regarding two deputy chief executives, poor workplace culture and potential conflicts of interest.
The culture review found that there were “some strong views expressed by interviewees (especially leaders) about the adverse impact the Hybrid Working Policy has had on staff engagement, team culture, collaboration, connection and training”.
“Many leaders said that the organisation needed to move staff to at least three days in the office each week.“
It said that late last year, in light of declining performance, studies showing the benefit of face-to-face working and Government expectations, ACC’s Executive Team sought a review of the policy. Decisions on that report were deferred due to restructuring.
The Post received that report under the Official Information Act.
Risks, if ACC decided to increase minimum days in office, included potentially seeing a dip in performance and engagement and “retention and attrition may be negatively impacted”.
It said evidence suggested it would disproportionally impact caregivers and low paid workers, and most workers strongly supported hybrid working.
It said it was a key selling point during recruitment and “if we decide to change our hybrid working settings, a clear purpose and rationale is sought by leaders and kaimahi, including the improvements expected and ways we will measure these”.
There were concerns about the lack of clarity and perceived inconsistency across different groups, the need for better support and resources to manage hybrid working effectively, and some leaders saw the advantages of connection and capability of being in the office.
If there were to be any changes to the settings, it must “be supported by clear rationale and data”. It said that three days in the office “may be possible, but more than three days is seen as a step too far”.
“There are concerns about a more significant impact on Māori, women, those on lower salary bands and other diversity groups if we change our settings.”
Capacity was also an issue - two ACC sites would not be able to accommodate all staff if they were to move up to three days minimum in the office a week, and more than a quarter would not be able to handle all the staff if the minimum days in the office was raised to four days.
In relation to the criticisms around working from home changes, Main previously said ACC’s board and leadership “remain committed to acting on all of the recommendations from the culture review, to ensure ACC is a high-performing organisation with a safe, positive and inclusive culture”.
“ACC has work underway to address key recommendations before the end of the year.
“This includes introducing a new ACC strategy, reviewing our practices across recruitment, assessment and selection, developing a new standalone inappropriate behaviour policy, and engaging with staff on a reset of our ACC values.”