Fuel prices are rising sharply, and in some countries governments are already encouraging workers to stay home where possible, or in some cases requiring it. Whether or not there’s a directive in your region, many employers are asking the same question right now: is there anything practical we can do to help our team?
The answer is yes, and it doesn’t have to be complicated. Here are some options worth considering, depending on what suits your business and your team.
Start With Government Guidance
Before making any changes to how or when your team works, check the current guidance from your national or state government. Some countries have issued specific directives around remote work and commuting as part of their response to the fuel crisis. Others have made general recommendations. The rules are changing quickly, so it’s worth staying across the latest updates and following any guidance that applies to your business.
If you’re not sure what applies in your location, a good starting point is your local government’s business or employment authority website.
Consider Remote Work Where Possible
If some of your team can do their job from home, this is one of the most effective ways to reduce fuel use and commuting costs for your employees and for the broader community.
Not every role lends itself to remote work, of course. But for those that do, even two or three days at home per week can make a meaningful difference to someone’s weekly fuel bill. It also signals that you’re paying attention to what’s happening in people’s lives.
If you don’t have a formal remote work policy, you don’t necessarily need one before you can act. A clear conversation with your team about expectations (availability, communication, how work will be tracked) can be enough to get started. Just make sure whatever you agree on is documented.
Offer Flexible Start and Finish Times
Commuting at peak hour means sitting in traffic longer and burning more fuel. Giving employees the option to shift their hours, starting earlier or finishing later to avoid the worst of the congestion, can make a real difference.
Flexible hours can also open up public transport as a viable option for people who might otherwise drive. A bus or train journey that takes 20 minutes longer than driving is a lot more attractive when fuel is expensive and hard to get.
This doesn’t have to mean a wholesale change to how your business operates. It might be as simple as allowing a 7:30am or 10am start for roles where it’s workable. Talk to your managers about what’s possible team by team, and document any temporary arrangements clearly so expectations are shared.
Help Employees Explore Carpooling
Carpooling is one of those ideas that often gets more traction than people expect, especially when fuel costs are front of mind. If colleagues live near each other and are already coming in on the same days, sharing a car is an easy win.
As an employer, you can help get it off the ground by:
- Sending a simple opt-in to the team asking who’s interested and where people are travelling from
- Creating a shared channel or group where people can coordinate
- Being flexible about start and finish times to accommodate shared travel schedules
- Considering a small incentive, like a fuel card top-up, for teams who carpool regularly
You don’t need a formal carpooling programme to make this work. Sometimes just raising the idea is enough.
Look at Compressed or Reduced Commute Days
Some businesses are exploring compressed work schedules, such as four longer days instead of five, to reduce the number of commutes employees make each week. This is one of the options being actively trialled in several countries as part of their response to the fuel situation.
It won’t suit every team or every role, and it’s not something to implement without careful thought about how it affects your customers, operations, and employment arrangements. But if it’s workable for parts of your business, it’s worth exploring.
If you do consider this, make sure you understand the employment law implications in your region before making any changes to contracted hours or schedules.
Think About How You Can Support Commuting Costs
For employees who must be on-site regardless, including frontline workers and those in roles that can’t be done remotely, the fuel crisis hits hardest. There are a few ways employers can help offset the pressure:
- A temporary fuel or transport allowance
- Reimbursing reasonable commuting costs for a defined period
- Pre-tax transit or parking benefits, where your payroll system supports this
- A one-off cost-of-living payment as part of a broader support package
These are options to consider depending on your business’s financial position and what’s available in your region. Some of these may have tax implications, so it’s worth checking with your payroll provider or accountant before putting them in place.
Communicate Early and Honestly
Whatever you decide to do, tell your team clearly and early. Employees who are already feeling the financial pressure of rising fuel costs don’t want to be left guessing about whether their workplace is going to help, or whether they’ll be penalised for asking to work differently.
A straightforward message from leadership, even if it’s just to explain what you’re looking into and invite suggestions, goes a long way. People don’t always expect their employer to solve every problem. They do expect to be treated like adults and kept in the loop.
Tip: If you’re introducing temporary changes to work arrangements, document them. A brief written record of what’s been agreed, for how long, and under what conditions helps avoid confusion later, for you and your employees.
A Note on What’s Right for Your Business
None of the ideas above are prescriptive. What works for a 10-person marketing agency is going to look very different to what works for a logistics company or a healthcare practice. The right approach depends on your roles, your team, your operations and what’s actually permitted and encouraged in your region.
The most important thing is that you’re thinking about it and having the conversation. Employers who acknowledge what their team is dealing with, and make even small adjustments where they can, tend to build a lot of goodwill. That matters for retention and culture long after the fuel situation settles.
If you need help managing flexible arrangements, leave, and employee records as your team adapts to changing conditions, HR Partner is built to make that straightforward. Start a free 14-day trial or book a demo.