The Consequences of Ending Telework: Holaluz’s Struggle with Employee Exodus and Strike

Holaluz, a Spanish energy company, found itself in the midst of a social crisis after deciding to eliminate teleworking as part of its financial recovery plan for 2024. Once a key offering during the pandemic, teleworking had become an integral part of many employees’ work-life balance. However, facing financial difficulties, Holaluz opted to reinstate a 100% in-office model, citing the incompatibility of remote work with their current financial situation.

This decision, however, did not sit well with its workforce. A significant 25% of employees, or about 50 people, chose to leave the company rather than accept the new working conditions, with some estimates suggesting the number could reach 30%. The backlash also sparked an indefinite strike led by unions, with employees demanding the retention of teleworking options. Despite efforts from management to downplay the situation, the company’s operations are being disrupted, and their reputation tarnished.

Holaluz’s move to abolish teleworking was part of a larger cost-cutting strategy aimed at saving €250,300 by the end of 2024. However, the company has been criticized for a lack of transparency, as it failed to provide clear justification for how eliminating remote work would result in significant financial savings. The result is a growing sense of mistrust and frustration among employees, threatening to undermine the company’s future.

This situation highlights the importance of maintaining open lines of communication with employees and the dangers of making unilateral decisions that affect their work-life balance. Teleworking is no longer seen as just a perk, but a vital part of employee retention and job satisfaction. Holaluz’s crisis serves as a cautionary tale for other companies considering similar moves—ending remote work can have far-reaching consequences for employee morale, talent retention, and company culture.