What five years of hybrid work data reveals about the future of employment

DCM Editorial Summary: This story has been independently rewritten and summarised for DCM readers to highlight key developments relevant to the region. Original reporting by The Conversation, click this post to read the original article.

The COVID-19 pandemic dramatically accelerated the adoption of remote and hybrid working across the globe, with the UK emerging as a leader in this shift. You’ll find that British workers now average 1.8 remote workdays per week, showcasing the strong national embrace of hybrid models. This transformation was thoroughly observed in projects like Work after Lockdown and research undertaken for the UK’s conciliation service, Acas. As the government considers policy changes such as the Employment Rights Bill to support flexible working, now is a crucial moment for you to reflect on what has been learned in recent years and how this can help employers and employees alike adapt successfully.

The House of Lords’ recent inquiry into homeworking, titled “Is Working from Home Working?”, offers a detailed review of the evidence surrounding hybrid work. If you’re navigating these changes in your organization, this report is highly valuable. It reveals that hybrid work’s effect on productivity is modest, but it greatly benefits employment inclusivity—opening the job market to parents, disabled individuals, and others previously limited by traditional work setups. Experts shared that hybrid models might increase overall labor supply by 1-2%, which can positively impact the UK’s economic activity.

For your business, the inquiry highlights that embracing hybrid work can greatly reduce recruitment and retention costs, with potential annual savings of up to £10 billion. While new employees might need more office time during onboarding, the report emphasizes that strategically planning in-person “anchor days” can foster strong collaboration and workplace relationships. This setup may even outperform traditional office work, which often lacked coordinated team interaction.

Collaboration, a major employer concern, can be effectively supported through smart hybrid strategies. You should consider using performance evaluations to recognize unseen team contributions, such as mentoring. The inquiry also warns against rigid return-to-office mandates, which can undermine morale and ignore individual needs. Instead, flexible and inclusive policies are encouraged.

As you rethink your hybrid approach, consider how your physical workspace supports or restricts collaboration. The report found that mismatched office designs and flawed seat-booking systems can negate the benefits of office days. To make hybrid work successful, focus on tailored meeting spaces, varied work areas, and policies that align with modern collaboration needs. This balanced approach can enhance productivity and employee satisfaction across your organization.