Working From Home UK Statistics for 2022

This is a collection of UK statistics regarding Working from Home, Remote Working and Hybrid Working curated by hSo, a business internet service provider. These stats are mainly from 2022, though there are some figures from 2021 and 2020 too.

• Prevalence of Working From Home
• Employee Attitudes to Working From Home
• Employer/Manager Attitudes to Working From Home
• Advantages of Working From Home for Employees
• Disadvantages of Working From Home for Employees
• Advantages of Hybrid Working for Employers
• Disadvantages of Hybrid Working for Employers
• Quotes on Working From Home
• Technology to enable Remote Working

Prevalence of Working From Home

• UK employees: how often, if at all, have you worked from home since the start of the pandemic? 37% None of the time. 17% some of the time. 22% Most of the time. 23% All of the time (Update on Flexible and Hybrid Working Practices, CIPD, 2022/04)
• UK employees on working arrangement once pandemic restrictions have ended, 41% expect to be in the office/workplace all the time. 13% expect to be in the office/workplace most of the time. 14% expect to be in the office/workplace and at home/remotely equally, 17% expect to be working from home/remotely most of the time. 9% expect to be working from home/remotely all the time. 6% don't know what the working arrangements will be.(Update on Flexible and Hybrid Working Practices, CIPD, 2022/04)
• UK workers: 66% of UK employees working "mostly" or "full time" remotely. (PwC’s Workforce Hopes and Fears survey, 2022/03)
• London travellers: Daily bus usage is around 5 million journeys per day versus 6 million pre-pandemic. Tube use comes in at just under 3 million journeys per day versus around 4 million pre-pandemic (Transport for London, Demand by Travel Mode, 2022/06)
• GB-based individuals, footfall on Friday 10/06/2022 relative to baseline of 3 Jan – 6 Feb 2020: workplaces: -24%, residential: +4%, transit stations: -22%. (Google Community Mobility Reports, 2022/06)
• GB workers, where working, May 2022: Travelled to work only (not worked from home): 46%. Both worked from home and travelled to work (Hybrid working): 24%. Worked from home only (not travelled to work): 14% (Office for National Statistics – Opinions and Lifestyle Survey, May 2022)
• GB workers, likelihood of working from home by salary, May 2022: Up to £15k: 6%. £15k-£20k: 12%. £20k-£30k: 13%. £30k-£40k: 15% £40k+: 23% (Office for National Statistics – Opinions and Lifestyle Survey, May 2022)
• GB workers, likelihood of hybrid working by salary, May 2022: Up to £15k: 8%. £15k-£20k: 24%. £20k-£30k: 21%. £30k-£40k: 32% £40k+: 38% (Office for National Statistics – Opinions and Lifestyle Survey, May 2022)
• GB workers, likelihood of working from home by age, May 2022: 16-29yo: 16%. 30-49yo: 14%. 50-69yo: 15% (Office for National Statistics – Opinions and Lifestyle Survey, May 2022)
• GB workers, likelihood of hybrid working by age, May 2022: 16-29yo: 23%. 30-49yo: 29%. 50-69yo: 20% (Office for National Statistics – Opinions and Lifestyle Survey, May 2022)
• Future plans (as of Feb 2022) of GB workers who worked from home because of coronavirus: Work all my hours from usual place of work: 8%. Mostly work from my usual place of work and sometimes from home: 18%. Split my time evenly between my usual place of work and home: 24%. Mostly work from home and sometimes my usual place of work: 42%. Work from home - not returning to my usual place of work: 6%. (Office for National Statistics – Opinions and Lifestyle Survey, May 2022)
• 75% of London workers work from home at least one day a week, up from 37% pre-COVID. (King's College London Policy Institute, survey by YouGov of London workers. Fieldwork 25/03/22 to 13/04/22. Published 2022/06)
• In Feb/March 2022, only 25% of London workers don't work from home at all, down from 62% in Jan/Feb 2020 (i.e. pre-COVID). (KCL's Policy Institute, 2022/06)
• London workers, on average worked how many days from home (in the 4 weeks prior to field work). 0 days WFH (i.e. all 5 days in the office): 25%. 1 day WFH: 10%. 2 days WFH: 17%. 3 days WFH: 19%. 4 days WFH: 17%. 5 days WFH: 12%. (KCL's Policy Institute, 2022/06)
• UK employers (in 2021): 57% offered the ability to work from home at least once a week as a flexible working arrangement. This made it the second-most popular 'flexible working' arrangement behind part-time hours (offered by 61% of employers), ahead of Flexitime (38%), Compressed hours (33%), Job-sharing, (31%), full-time homeworking 31%, career breaks (29%), term-time working (19%), zero-hours contracts (18%), annualised hours (13%), on-call working (11%) (Update on Flexible an Flexible and Hybrid Working Practices, CIPD, 2022/04 but these particular figures are from field-work conducted in 2021/10 and 2021/11)

Employee Attitudes to Working From Home

• 40% of UK employees would use "working from home on a regular and/or ad hoc basis" if it were possible in their role. 29% would choose to always work from home if that were possible. (Update on Flexible and Hybrid Working Practices, CIPD, 2022/04)
• UK employees on preferred working arrangement once pandemic restrictions have ended, 25% prefer to be in the office/workplace all the time. 12% prefer to be in the office/workplace most of the time. 19% prefer to be in the office/workplace and at home/remotely equally, 22% prefer to be working from home/remotely most of the time. 17% prefer to be working from home/remotely all the time. 5% don't know what their preference would be in regard to working arrangements.(Update on Flexible and Hybrid Working Practices, CIPD, 2022/04)
• UK employees able to work from home/in a hybrid way: To what extent, if at all, are you concerned about being treated less favourably if you work from home/in a hybrid way, compared with colleagues always in the workplace? Very concerned: 5%. Somewhat concerned: 19%. Not very concerned: 37%. Not concerned at all: 39% (Update on Flexible and Hybrid Working Practices, CIPD, 2022/04)
• UK workers: 62% would prefer hybrid working to full-time remote work or full time in the office. (PwC’s Workforce Hopes and Fears survey, 2022/03)
• 33% of London workers strongly agreed they feel they perform well at home. Just 21% of London workers strongly agreed they performed well at their London workplace. 30% of London workers strongly agreed they felt in control when working from home versus 14% who strongly agreed they felt in control at their London workplace. (KCL's Policy Institute, June 2022)
• 51% of London workers strongly agree "It is better for people's quality of life for them to be able to work at home one or two days a week, if their job allows that." 32% agree (but not strongly), 10% neither agree or disagree. 3% disagree and 2% strongly disagree. So 84% of London workers agreed or strongly agreed. 80% of 16-24yo London workers felt similarly. 87% of 25-49yo London workers felt similarly and 75% of 50+ yo London workers. 88% of Women who were London workers agreed versus 79% of male London workers. (KCL's Policy Institute, June 2022)
• The majority of London workers agree with the statement "We're never going back to the previous way of working where most people come into their London workplace five or more days a week." 32% strongly agree, 41% agree, 13% neither agree or disagree, 7% disagree, 2% strongly disagree. (KCL's Policy Institute, June 2022)
• The majority of London workers aged 16-24 agree with the statement "We're never going back to the previous way of working where most people come into their London workplace five or more days a week." 24% strongly agree, 39% agree, 17% neither agree or disagree, 9% disagree, 5% strongly disagree. (KCL's Policy Institute, June 2022)
• The majority of London workers aged 25-49 agree with the statement "We're never going back to the previous way of working where most people come into their London workplace five or more days a week." 35% strongly agree, 40% agree, 12% neither agree or disagree, 8% disagree, 2% strongly disagree. (KCL's Policy Institute, June 2022)
• The majority of London workers aged 50+ agree with the statement "We're never going back to the previous way of working where most people come into their London workplace five or more days a week." 25% strongly agree, 45% agree, 16% neither agree or disagree, 7% disagree, 3% strongly disagree. (KCL's Policy Institute, June 2022)
• 35% of London workers found working from home had "a great deal of positive impact" on them. 45% said it had a fair amount of positive impact. 15% said it had 'not much positive impact' and 2% said it had 'no positive impact at all. (KCL's Policy Institute, June 2022)
• 30% of London workers aged 16-24 found working from home had "a great deal of positive impact" on them. 40% said it had a fair amount of positive impact. 20% said it had 'not much positive impact' and 2% said it had 'no positive impact at all. (KCL's Policy Institute, June 2022)
• 37% of London workers aged 25-49 found working from home had "a great deal of positive impact" on them. 45% said it had a fair amount of positive impact. 14% said it had 'not much positive impact' and 2% said it had 'no positive impact at all. (KCL's Policy Institute, June 2022)
• 32% of London workers aged 50+ found working from home had "a great deal of positive impact" on them. 45% said it had a fair amount of positive impact. 17% said it had 'not much positive impact' and 4% said it had 'no positive impact at all. (KCL's Policy Institute, June 2022)
• 39% of women who are London workers found working from home had "a great deal of positive impact" on them. 45% said it had a fair amount of positive impact. 11% said it had 'not much positive impact' and 1% said it had 'no positive impact at all. (KCL's Policy Institute, June 2022)
• 32% of men who are London workers found working from home had "a great deal of positive impact" on them. 44% said it had a fair amount of positive impact. 18% said it had 'not much positive impact' and 3% said it had 'no positive impact at all. (KCL's Policy Institute, June 2022)
• 36% of London workers in the Private Sector found working from home had "a great deal of positive impact" on them. 43% said it had a fair amount of positive impact. 15% said it had 'not much positive impact' and 3% said it had 'no positive impact at all. (KCL's Policy Institute, June 2022)
• 35% of London workers in the Public Sector found working from home had "a great deal of positive impact" on them. 46% said it had a fair amount of positive impact. 15% said it had 'not much positive impact' and 2% said it had 'no positive impact at all. (KCL's Policy Institute, June 2022)
• 37% of London workers who are introverts found working from home had "a great deal of positive impact" on them. 45% said it had a fair amount of positive impact. 13% said it had 'not much positive impact' and 2% said it had 'no positive impact at all. (KCL's Policy Institute, June 2022)
• 35% of London workers who are extroverts found working from home had "a great deal of positive impact" on them. 44% said it had a fair amount of positive impact. 16% said it had 'not much positive impact' and 2% said it had 'no positive impact at all. (KCL's Policy Institute, June 2022)
• 65% of London workers disagree that people who work from home don't work as hard as those who commute to a workplace, though London workers aged 50+ were more sceptical - with 55% sharing that viewpoint (KCL's Policy Institute, June 2022)
• 59% of London workers agree that "the media often exaggerates the negative impacts of working from home." (KCL's Policy Institute, June 2022)
• London workers dislike their commute, but they don't have a problem with their London workplace itself. 57% feel positive about it, versus 15% that feel negative about it. (KCL's Policy Institute, June 2022)
• Many Londoner workers do see some positives from going into their London workplace, here were the main benefits cited: Seeing and meeting people: 57%. Socialising with others during work breaks: 46%. Avoiding blurring work/home boundaries: 42% Easier to complete work-related tasks: 34%. Socialising in London after work: 34%. The general buzz of London: 33%. London pubs/restaurants: 30%. Excitement/enjoyment of work: 22%. Protecting my reputation as a committed worker: 22%. Enjoy commute ("me time"): 21%. (KCL's Policy Institute, June 2022)
• London workers were asked 'assuming you were to work 5 days a week, how many days would you spend working from home if you had a free choice?' 0 days at home was chosen by 17%. 1 day at home was chosen by 10%. 2 days by 20%. 3 days by 25%. 4 days by 17% and 5 days by 12% (KCL's Policy Institute, June 2022)
• London workers aged 16-24 were asked 'assuming you were to work 5 days a week, how many days would you spend working from home if you had a free choice?' 0 days at home was chosen by 14%. 1 day: 12%. 2 days: 30%. 3 days: 21%. 4 days: 13%. 5 days: 11%. (KCL's Policy Institute, June 2022)
• London workers aged 25-49 were asked 'assuming you were to work 5 days a week, how many days would you spend working from home if you had a free choice?' 0 days at home was chosen by 13%. 1 day: 10%. 2 days: 20%. 3 days: 28%. 4 days: 19%. 5 days: 11%. (KCL's Policy Institute, June 2022)
• London workers aged 50+ were asked 'assuming you were to work 5 days a week, how many days would you spend working from home if you had a free choice?' 0 days at home was chosen by 28%. 1 day: 10%. 2 days: 16%. 3 days: 20%. 4 days: 13%. 5 days: 13%. (KCL's Policy Institute, June 2022)

Employer/Manager Attitudes to Working From Home

• UK Private Sector employers: Do you think employees in your organisation are generally more or less productive when they are working from home/in a hybrid way? 10% Much More Productive, 30% More Productive. 37% No difference in productivity. 15% Less productive. 4% Much less productive. (Update on Flexible an Flexible and Hybrid Working Practices, CIPD, 2022/04)
• UK Public Sector employers: Do you think employees in your organisation are generally more or less productive when they are working from home/in a hybrid way? 11% Much More Productive, 39% More Productive, 25% No difference in productivity. 18% Less productive. 5% Much less productive. (Update on Flexible an Flexible and Hybrid Working Practices, CIPD, 2022/04)
• UK Voluntary Sector employers: Do you think employees in your organisation are generally more or less productive when they are working from home/in a hybrid way? 14% Much More Productive, 37% More Productive. 29% No difference in productivity. 18% Less productive. 0% Much less productive. (Update on Flexible and Hybrid Working Practices, CIPD, 2022/04)
• UK SME employers: Do you think employees in your organisation are generally more or less productive when they are working from home/in a hybrid way? 10% Much More Productive, 32% More Productive, 34% No difference in productivity, 16% Less productive, 4% Much less productive. (Update on Flexible and Hybrid Working Practices, CIPD, 2022/04)
• UK employers who plan to put additional measures in place to support hybrid or homeworking: 54% plan greater investment in quality of technology e.g. more up-to-date technology. 53% plan to change organisational policy to promote more remote working. 52% plan more online guidance for line managers on how to manage and support homeworkers, 51% plan greater investment in quantity of technology e.g. more laptops. 47% plan more line management training in managing and supporting homeworkers. 47% plan to identify where any inclusion risks may arise in employees moving to hybrid working, 45% plan to agree minimum number of working from home days a week for employees, 40% plan to make employer contributions to necessary desk/equipment purchases, 30% plan to change the contracted place of work for employees who are working from home all the time. 25% plan to adapt their performance management system, 8% plan to make employer contributions to increased bills, e.g. heating linked to homeworking. (Update on Flexible and Hybrid Working Practices, CIPD, 2022/04)
• 28% of UK organisations in the private sector prefer employees in the office/on site all the time. In the public sector that falls to 18%. In the voluntary sector, it's 11%. Among SMEs it's 34%, almost double the level among organisations with 250+ employees. (Update on Flexible and Hybrid Working Practices, CIPD, 2022/04)
• EMEA occupiers (organisations with office space), 2021 to 2022 change in expectations re hybrid/remote/office working. 72% of occupiers expect a 'Hybrid Workplace' where employees have choice within company guidance (up from 55% in 2021). 10% expect to be 'Office-based' with a company decision for employees to be primarily in the office with occasional flexibility - down from 26% in 2021. 9% expect a Hybrid Workplace where employees have 100% freedom to choose when and where to work (up from 3% in 2021). Just 2% expect fully 'Remote' working where employees can choose a full-time remote status (down from 5% in 2021) (CBRE EMEA Office Occupier Sentiment Survey 2022/05)
• 43% of EMEA occupiers (organisations with office space) require (or plan to require) employees to visit the office a certain number of days per week via a combination of company/team and employee defined days. 33% require (or plan to require) employees to visit the office a certain number of days per week defined by the company/team. 14% do not require (and do not plan to require) employees to visit the office at any defined frequency. 7% require (or plan to) employees to visit the office a certain number of days per week defined by the employee. (CBRE EMEA Office Occupier Sentiment Survey 2022/05)
• Expected steady state distribution of working days: 51% of EMEA occupiers (organisations with office space) expect an equal mix of office and remote-based work. 38% expect work to be mostly at the office/workplace (3+ days per week). 12% expect work to be mostly remote (3+ days per week) (CBRE EMEA Office Occupier Sentiment Survey 2022/05)
• UK Companies reasons for adopting homeworking as a permanent business model, April 2022: Improved staff wellbeing: 59.6%, Reduced overheads: 42.6%, Increased productivity: 40.8%, Reduced carbon emissions: 25.4%, Ability to recruit from a wider geographical pool in the UK: 15.9%, Ability to better match jobs to skills: 12.6%, Reduced sickness levels: 12%, Ability to recruit from a wider geographical pool internationally 10.1%, Reduced wage bill: 3.1% (Office for National Statistics – Business Insights and Conditions Survey, April 2022)
• London workers believe that "senior management at my work want more of their staff to come into the workplace more often". 20% strongly agree with that statement, 36% agree (but not strongly), 22% neither agree or disagree, 12% disagree and 4% strongly disagree. (KCL's Policy Institute, 2022/06)
• 27% of London workers believe senior managers want them to work from home 'Always/Often', 40% believe senior managers want them to work from home 'Sometimes' and 26% believe senior management want them to work from home 'Rarely/Never' (KCL's Policy Institute, 2022/06)
• The majority of London workers who are middle or junior managers agree with the statement "We're never going back to the previous way of working where most people come into their London workplace five or more days a week." 35% strongly agree, 41% agree, 12% neither agree or disagree, 7% disagree, 2% strongly disagree. (KCL's Policy Institute, 2022/06)
• The majority of London workers who are board level or senior managers agree with the statement "We're never going back to the previous way of working where most people come into their London workplace five or more days a week." 29% strongly agree, 42% agree, 14% neither agree or disagree, 8% disagree, 2% strongly disagree. (KCL's Policy Institute, June 2022)
• 57% of board level / senior manager London workers disagreed with the suggestion that "People who work from home don't work as hard as those who commute to a workplace." Among middle/junior managers, a greater proportion disagreed - 68%. (KCL's Policy Institute, 2022/06)

Advantages of Working From Home for Employees

• GB workers, percentage of homeworkers reporting advantages, Feb 2022: Improved work life balance: 78%. Fewer distractions: 53%. Quicker to complete work: 52%. Improved wellbeing: 47%. Easier to think of new ideas: 16%. Easier to work with others: 12%. More job opportunities: 7% (Office for National Statistics – Opinions and Lifestyle Survey, May 2022)
• 46% of GB adults working from home in prior 7 days were spending less overall as a result of working from home. Of the aforementioned adult workers, 50% were spending less on fuel and parking for commuting. 40% were spending less on public transport for commuting. 34% were spending less on food. 4% were spending less on childcare. (Office for National Statistics, Effects of Working From Home on Finances, 2022/01)
• Top benefits cited by London workers who said they had experienced a positive impact from working from home. Avoid Commuting: 79%. Ability to manage home/social responsibility: 66%. A more relaxed feeling of being able to work where I live: 56%. Time to yourself ("me-time"): 55%. Less concerned about catching Covid-19: 54%. Sense of wellbeing: 44%. Less work-related stress: 36%. Easier to complete work-related tasks: 36%. Not having to worry about missing out on important thinks at home: 34%. Able to focus more on work rather than socialising: 28%. (KCL's Policy Institute, 2022/06)
• London workers without children in the household were more likely to cite 'Time to yourself' as a benefit of working from home than those with at least one child (61% v 43% of those with a positive impact from WFH). But the latter were more likely to cite "Not having to worry about missing out on important things at home" as a benefit (45% versus 29% for childless households) (KCL's Policy Institute, 2022/06)
• London workers find it easier to work from home than from their London workplace. 47% find it 'very easy' to work from home, versus 27% who said the same of their London workplace.
• London workers who experienced difficulty working from their London workspace set out their top gripes: Cost of commute: 65%. Long commute: 61%. Distractions: 52%. Concern about catching COVID: 48%, Difficulties balancing work with home responsibilities: 46%. Difficulty concentrating: 53%. Poor workspace/conditions: 29%. IT Issues, eg. internet connectivity issues: 21% (KCL's Policy Institute, 2022/06)

Disadvantages of Working From Home for Employees

• Just 42% of London workers felt connected to people when working from home. 79% of London workers felt connected to people when working from their London workplace. (KCL's Policy Institute, 2022/06)
• 48% of London workers agree that "The move towards working more from home will have a a greater negative impact on younger people's careers and experiences of work than older workers." 24% disagree. (KCL's Policy Institute, 2022/06)
• 18% of GB adults working from home in prior 7 days were spending more overall as a result of working from home. 86% were spending more on utilities, 33% were spending more on food, 24% were spending more on Internet access. (Office for National Statistics, Effects of Working From Home on Finances, 2022/01)

Advantages of Hybrid Working for Employers

• UK employers who say homeworking has increased: 69% saw improved work-life balance for employees, 48% saw improved employee satisfaction, 41% saw improved business flexibility, 36% saw improved employee wellbeing, 29% saw increased ability to retain employees, 28% saw increased ability to attract new employees, 26% saw increased employee performance, 19% saw better collaboration and work relationships. (Update on Flexible and Hybrid Working Practices, CIPD, 2022/04)
• Reduced office space requirements (with existing office space reconfigured). 79% of UK organisations expect to have less dedicated/assigned seating. 65% expect to have more 'shared departmental 'neighborhoods' with more variety in work setting choices. 69% expect more hotdesking (CBRE EMEA Office Occupier Sentiment Survey 2022/05)

Disadvantages of Hybrid Working for Employers

• Forcing workers to work from home less will irritate many employees. For example, few London workers would be happy at being required to work more days a week at their London-based place of work. Just 16% would be positive about that, versus 58% that would feel negative about that. (KCL's Policy Institute, 2022/06)
• Of UK employers who say that homeworking/hybrid working has increased: 44% saw increased stress or mental health problems, such as anxiety or depression, though people working remotely. 43% saw difficulty in working as expected due to employees lacking space or privacy when working from home. 34% saw employee conflict due to the challenges of communication and team relationships while remote/homeworking. 31% felt it was difficult to conduct appropriate workplace risk assessments for people working from home, 29% saw reduced productivity as a result of poor internet connectivity, 28% encountered difficulties associated with conducting display screen equipment workstation assessments for homeworkers, 28% had concerns over cyber/data security through employees using non-secure systems 13% saw an increase in administrative time associated with having to make changes to employment contracts (Update on Flexible and Hybrid Working Practices, CIPD, 2022/04)

Quotes on Working From Home / Hybrid Working

• "Flexible, hybrid working existed long before Covid19, the pandemic simply accelerated the trend," - Dave Penman, The FDA (civil servants union), speaking to PoliticsHome, May 2022
• "...people either need to be coming in to work or the office space can be reallocated to people who will use it... We don't need expensive space in London if civil servants aren't using it." - Jacob Rees-Mogg, UK Government Minister for Brexit Opportunities and Government Efficiency, speaking to ITV News, April 2022
• [On working exclusively from home] "It doesn’t work for those who want to hustle. It doesn’t work for spontaneous idea generation. It doesn’t work for culture,” - Jamie Dimon, JPMorgan's Chief Executive, speaking at The Wall Street Journal`s CEO Council Summit, May 2022
• "The office as we know it is over. It is an anachronistic form factor from a pre-digital age." - Airbnb CEO Brian Chesky, talking to The Washington Post in May 2022.
• "Everyone at Tesla is required to spend a minimum of 40 hours in the office per week... If you don't show up, we will assume you have resigned." - Elon Musk, email to Tesla executives, May 2022.
• "This is a crucial moment for flexible working, but a mismatch on expectations and an adhoc approach could set back progress. Consulting with employees is a big part of developing inclusive hybrid and flexible working practices. Employers who listen and are open to testing, learning and adapting will benefit from a more diverse workforce and the ability to retain and attract a wide range of talent. This is particularly crucial at a time where the labour market is so tight." - Claire McCartney, Senior Policy Advisor, CIPD, in a press release from May 2022

London-based business internet provider hSo would be happy to supply additional quotations about homeworking / remote working / hybrid working to UK/US media organisations and business writers. Please call +44 (0)20 7847 4510 or email marketing@hso.co.uk with brief details of what you are seeking.

Technology to Enable Remote Working

• Unified Communication - Microsoft Teams and Zoom allow staff to hold video meetings with colleagues and chat with them. These programmes can also be used to provide a homeworking-friendly alternative/supplement to office telephone systems.
• Virtual Private Networks aka VPNs - These allow staff working at home to connect to their corporate networks, encrypting traffic in-transit and authenticating who is connecting.
• Voice over IP aka VoIP - This allows staff to make calls over digital connections such as the Internet, for example making it possible to answer their work phone number from home.
• File Sharing Tools - Microsoft's OneDrive, Dropbox and Microsoft SharePoint allow staff to share files with their coworkers.
• Zero Trust Network Access - This provides granular control over corporate network access.

hSo provides homeworking/hybrid working solutions to UK organisations. To learn more, give us a call on 020 7847 4510 or fill in the form below.