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IELTS Debate on Remote Working

This IELTS debate on remote working is to improve your ideas for discussing and arguing about this topic in both the speaking and writing tests, where it may come up. 

It also provides key high-level vocabulary and listening practice. It also draws out some key language you can use for arguing for or against specific opinions, which is very important for IELTS speaking part 3.

Listen to the podcast and follow along with the script (or check out the script after listening to see how well you understood). 

Debate Transcript

Speaker 1 (against remote working)

Welcome to the debate. We're diving immediately into one of the most critical tensions shaping modern business: the friction between the traditional, centralised office and the, well, the fully decentralised remote working structure.

Speaker 2 (for remote working)

And this isn't just a logistics problem anymore. This tension, it really impacts talent acquisition, organisational identity, and you know, long-term viability. The stakes couldn't be higher.

Speaker 1 (against remote working)

Exactly. So the central question for us today is clear – which way of working, the centralised office or decentralised remote work, provides the superior framework for long-term success and individual productivity? I'll be making the case for the, I believe, indispensable value of the physical office.

Speaker 2 (for remote working)

And I fundamentally believe that flexibility and remote autonomy are the superior path. They optimise efficiency and tap into the broader talent pools that are just essential for future growth.

Speaker 1 (against remote working)

I maintain that the physical office environment is absolutely critical. It's the engine room for fostering organisational culture, for ensuring strong cross-departmental communication, and crucially, for maximising that spontaneous, high-value collaboration. I mean those quick, unplanned desk chats and in-person interactions – that is the true source of innovation that structured digital calls can never truly replicate. They build institutional trust and knowledge almost effortlessly.

Speaker 2 (for remote working)

That's a compelling claim, I'll grant you, but I have to challenge that framing. I mean reducing the friction of the commute and optimising for individual focus – that dramatically increases overall efficiency. Remote work lets professionals engage in long stretches of deep work, something demonstrably harder to achieve in a perpetually distracting office, and plus the strategic advantage of being able to hire the best talent globally regardless of their location – it just outweighs the perceived convenience of physical proximity.

Speaker 1 (against remote working)

Ok, but let's focus on that collaboration point, because I think it's the defining metric here. You highlight deep work, which is, yes, valuable. But meaningful innovation requires unstructured, face-to-face interaction. The so-called ‘water cooler moments’ – they are essential cultural currency. They allow complex context to travel through an organisation far faster than any scheduled meeting or Slack thread ever could.

Speaker 2 (for remote working)

But that assumes the open-plan office is efficient, and we now know that research actively shows these environments often lead to perpetual distraction and fragmented attention. I mean, people spend their energy just minimising noise, not collaborating productively. Collaboration can, and I think should, be managed effectively through intentional digital tools and structured sessions. That leaves the rest of the time for that focused work you admit is necessary.

Speaker 2 (for remote working)

I'm just not convinced that structure captures the point of serendipity. If every single interaction has to be scheduled, you lose that spontaneous innovation, that unplanned spark.

Speaker 2 (for remote working)

And I come at this from a different angle entirely. Organisational culture isn't defined by the specific square footage of a building. It's defined by shared values, clear expectations, and, you know, demonstrable outputs. I have to question whether the insistence on returning to the physical office is rooted more in management's desire for visible control than in genuine, measurable productivity benefits for the workforce.

Speaker 1 (against remote working)

I understand the critique of control, but let's reframe the purpose of the office – its essential mechanism for immediate mentorship, for rapid tacit knowledge transfer and for ensuring consistent organisational standards. The perceived autonomy of purely remote work, if it's not carefully managed, often leads to fragmented teams, inconsistent processes and a real difficulty in fostering long-term organisational loyalty.

Speaker 2 (for remote working)

But that kind of loyalty is earned through trust and respect for an individual's work–life balance and their contribution. It shouldn't be demanded by their physical location. The modern organisation simply has to embrace trust over proximity.

Speaker 1 (against remote working)

So to summarise my position, the tangible benefits of a shared physical space for maximising cultural capital – that high-value unplanned interaction. They ultimately outweigh the short-term convenience of a decentralised model.

Speaker 2 (for remote working)

And my summary is this: flexibility and trust are the non-negotiable key drivers of modern productivity, access to elite talent and retention. We have to shift away from location-centric requirements toward a fully output-focused model.

Speaker 1 (against remote working)

Clearly, finding the optimal balance between operational structure and employee flexibility remains a central and unresolved challenge for every organisation today. The material certainly provides the insights needed to navigate this ongoing tension.

Key Arguments For and Against Remote Working

For

  • Reduces commuting time, increasing overall efficiency.
  • Allows employees to work with fewer distractions and maintain deep focus.
  • Gives organisations access to a global talent pool.
  • Supports better work–life balance, which can enhance loyalty.
  • Enables effective collaboration through structured digital tools.
  • Encourages trust-based management rather than supervision based on physical presence.

Against 

  • Physical offices help build and maintain strong organisational culture.
  • Face-to-face communication supports clearer, faster cross-departmental interaction.
  • Spontaneous, unplanned interactions drive innovation.
  • In-person environments support mentorship and tacit knowledge transfer.
  • Shared physical space helps maintain consistent standards and cohesive processes.
  • Remote-only environments may lead to fragmented teams and weaker organisational loyalty.

Useful Vocabulary from the Debate

Remote Working Topic Related Vocabulary 

Centralised / Decentralised Office (work)

  • Work organised around a single main location or authority / spread out across multiple locations or systems.

Talent acquisition

  • The process of attracting and recruiting skilled employees.

Organisational identity

  • The shared values, culture, and characteristics that define a company.

Cross-departmental communication

  • Interaction and information exchange between different teams or departments in an organisation.

High-value collaboration

  • Cooperation that produces especially important or beneficial results.

Water-cooler moments

  • Coming from the idea of employees meeting by water dispensing machines found in offices, this is unplanned, informal conversations in the workplace where ideas, context, and information are naturally exchanged.

Institutional trust

  • Confidence in the systems, culture, or people within an organisation.

Deep work

  • Highly focused, undistracted work that requires full concentration.

Strategic advantage

  • A benefit gained that gives an organisation an edge over competitors.

Organisational loyalty

  • Commitment and long-term dedication of employees to a company.

Output-focused model

  • A work system that evaluates people by results rather than time spent or physical presence.

Cultural capital

  • The shared knowledge, values, and behaviours that strengthen an organisation’s culture.

General Vocabulary

Logistics

  • The planning and organisation of complex operations, such as managing people, equipment, or processes.

Long-term viability

  • The ability of something to continue successfully over an extended period.

Indispensable

  • Absolutely necessary; something that cannot be done without.

Autonomy

  • Independence or the ability to make decisions without supervision.

Optimise

  • To make something as effective or efficient as possible.

Engine room

  • A metaphor meaning the central, driving force of an organisation or system — the place where essential activity happens.

Spontaneous

  • Unplanned or happening without being scheduled.

Tacit knowledge

  • Knowledge gained through personal experience that is difficult to express in words.

Perpetual distraction

  • Constant interruption or disturbance that prevents concentration.

Fragmented attention

  • Attention that is repeatedly broken or divided, reducing effectiveness.

Serendipity

  • The occurrence of valuable or pleasant things by chance.

Key IELTS Speaking Part 3 Debate Phrases

  1. I fundamentally believe that… – Shows strong conviction.
  2. I maintain that… – Reasserting your position.
  3. That is a compelling claim, but… – Politely challenging someone’s argument.
  4. I have to challenge that framing… – Disagreeing with the way an argument is presented.
  5. Let’s focus on that point… – Redirecting the discussion to a specific idea.
  6. To summarise my position… – Introducing a conclusion or summary.
  7. It ultimately outweighs… – Comparing pros and cons, emphasising what is more important.
  8. The stakes couldn’t be higher… – Stressing importance or urgency.
  9. Clearly, finding the optimal balance… – Concluding statement, summarising complexity.
  10. I come at this from a different angle entirely… – Introducing a different perspective.
  11. I understand the critique of… but… – Acknowledging an opposing point before countering.
  12. If every single interaction has to be scheduled… – Introducing a hypothetical scenario to strengthen an argument.
  13. It just outweighs the perceived convenience… – Expressing evaluation of pros and cons.
  14. The modern organisation simply has to embrace… – Suggesting a principle or recommendation.
  15. I’m just not convinced that... – Confirming that you have not been persuaded by your opponents argument

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