Working Hybrid, Remote and Office Based – The Clash of Cultures – Employees want hybrid & remote, employers like office based – differing attitudes between the two.
The past few years have fundamentally reshaped the landscape of work in the UK. What was once a niche benefit, or a necessity born of crisis, working from home has become a deeply entrenched part of the daily lives of individuals and families.
However a fascinating and often contradictory set of attitudes exists between employers and employees – and we very often sit in the middle in negotiations. While employees have largely embraced the flexibility and benefits, many employers are still very reluctant to consider it, particularly for locums and new employees.
Statistics
Before the seismic shift of 2020, just a fraction of the UK workforce regularly worked from home, with figures suggesting around 4.7% did so in 2019. The pandemic, however, saw this number surge dramatically. By the start of 2025, 25% of UK employees worked from home at least some of the time, with 13% working entirely remotely. The most common arrangement, however, is hybrid working, with around 28% of working adults splitting their time between home and the office by October 2024.
The Employee Perspective: Work Life Balance
According to the statistics, for 78% of employees (and locums), the appeal of working from home is the improved work-life balance. The daily grind of commuting, for many, is a significant drain on time and energy. This frees up many hours in the week for personal interests, family time, or simply rest. There are also cost savings – research suggests workers save an average of £200 per month on travel costs. 53% of employees report fewer distractions at home, leading to a quicker completion of work for 52%. 91% of workers globally view remote working positively.
Job Application Effects
58% of employees would be willing to change jobs or even relocate based on the availability of flexible working options, which underscores the extent to which flexible working has moved from a ‘nice-to-have’ perk to a fundamental expectation for many. 64% of employees in one survey thought that working from home should be a legal right.
The Down Side
48% of employees find it harder to collaborate with colleagues when working remotely. Loneliness and isolation are also concerns, affecting 30% of remote workers. 26% of employees report increased distractions at home and a reduced sense of wellbeing (19%). 23% feel negatively impacted in terms of promotion opportunities, and 25% report a negative effect on their training and development.
The Employer Perspective: Balancing Benefits with Concerns
While many employers have embraced remote and hybrid models, particularly out of necessity, a lot of SME owners we talk to have significant concerns.
On the positive side, employers acknowledge a range of advantages. Improved staff wellbeing is a significant benefit, cited by nearly 80% of businesses, recognising the link between employee happiness and productivity. Reduced overheads, such as office space rent, utility bills, and other facilities, are a clear financial incentive, appealing to 49% of employers. Furthermore, the ability to recruit from a wider talent pool is a powerful draw for 35% of businesses, as geographical limitations are removed. Increased productivity is also noted by a substantial 48% of employers, challenging the traditional assumption that office presence equals greater output. Reduced sickness levels (27%) and the ability to better match jobs with skills (17%) further add to the list of employer benefits.
The majority of UK employers (63%) now offer some form of remote working, but a substantial proportion still require or prefer staff presence in the office for at least part of the week. This is particularly evident in recent trends, with some businesses now asking staff to return to offices full-time or implementing mandatory in-office days.
Employers
We get the impression that a lot of employers think working from home is a trend that will change. One poll showed that 64% of CEOs believe that everyone will be back in the office by 2026, a sentiment that starkly contrasts with employee preferences!
The primary concerns for employers often revolve around company culture, collaboration, and control. The informal interactions that foster creativity and problem-solving in an office environment are perceived as harder to replicate virtually. Security risks, particularly regarding data, are increased when employees are accessing company networks from potentially less secure home environments. Productivity, while seen as a benefit by some employers, remains a point of contention for others. There are also concerns about career development, particularly for junior employees who might miss out on informal mentoring and learning opportunities. The ‘coffee badging’ trend, where hybrid employees go into the office for a few hours just to show face before returning home, highlights a disconnect in expectations and a potential waste of time and resources.
Hybrid Working: A Path Forward?
The prevailing trend in the UK, and indeed globally, is towards a hybrid model. This approach attempts to marry the benefits of remote work with office based. Employees overwhelmingly favour hybrid options, with many valuing it as much as salary considerations when considering new roles. Online job listings reflecting this shift have grown substantially, with remote or hybrid roles presently appearing in around 18% of UK job postings.
For businesses, the hybrid model offers a potential compromise. It allows them to retain the cost savings and wider talent pool afforded by remote work, but also with the benefits of office work – eg in-person collaboration and team building. Many companies are adopting structured hybrid models, requiring employees to be in the office for specific days.
The Evolving Landscape
The differing attitudes between employers and employees to working from home are a natural consequence of a significant societal and technological shift. The great divide may never fully close, but understanding and addressing these differing attitudes is the first step towards a more harmonious and productive working future for everyone. Will hybrid and remote working remain? From the conversations we have with candidates, it is definitely here for the foreseeable future.
