The workplace revolution sparked by the COVID-19 pandemic has left a lasting mark. As we step deeper into 2025, hybrid working remains a defining issue for HR leaders, with many organisations still grappling with the question: should we return to the office, remain flexible, or find a balance?
This guide explores the evolving state of hybrid work, the legal and operational risks to watch, and practical strategies HR teams can adopt to meet both business needs and employee expectations.
The state of play: hybrid work in 2025
Hybrid working - once a necessity - has become a preference for many employees. It offers greater flexibility, supports work-life balance, and reduces commuting time. But as business needs evolve and economic pressures grow, more employers are encouraging, or even requiring, a return to the office.
Driving this shift are concerns about productivity, supervision (particularly for junior staff), collaboration, and the erosion of company culture. For HR, the challenge is balancing these concerns with legal obligations and the preferences of a workforce that has grown accustomed to autonomy.
Pros and cons: the hybrid dilemma
Advantages:
Employee satisfaction and retention: Especially valued by parents and carers, hybrid models boost engagement and reduce turnover. They also allow employers to recruit beyond geographic limits.
Cost savings: Less reliance on office space can significantly reduce overheads.
Work-life balance: Greater autonomy improves morale and, for many, productivity.
Challenges:
Productivity and oversight: Some managers worry about how to monitor performance, especially among newer hires needing guidance.
Team cohesion: A split workforce can lead to disconnection, cliques, and uneven access to opportunities.
Legal risks: Blanket return-to-office mandates risk breaching contract terms or causing indirect discrimination.
Legal considerations: know your risks
Before rolling out new working arrangements, HR must assess legal implications and update documentation accordingly.
Employment contracts: Has hybrid working become a contractual right through custom and practice? Making changes without consent could lead to constructive dismissal claims.
Mobility clauses: These need to be applied reasonably. Forcing an employee back to the office when they’ve worked remotely for years could be challenged.
Equality act risks: A mandatory return could disproportionately impact groups with protected characteristics (e.g. carers, disabled staff), opening the door to indirect discrimination claims unless the policy can be objectively justified.
Managing the return: practical HR strategies
A successful transition needs careful planning, transparency, and employee engagement.
1. Communicate and consult
Engage early: Hold discussions with staff and representatives to explain the rationale for returning and understand their concerns.
Update policies: Draft a clear, fair return-to-office policy that outlines expectations and support measures.
2. Offer flexibility where possible
Phased returns: Gradual office reintegration can soften resistance.
Tailored solutions: Consider team-based or role-based approaches rather than one-size-fits-all mandates.
Enhance the workplace: Make the office more appealing - consider wellness programmes, upgraded amenities, or subsidised commuting costs.
3. Listen and Adapt
Pulse surveys and feedback loops: Regular check-ins help measure employee sentiment and adjust plans accordingly.
Address resistance head-on: Acknowledge fears about productivity, work-life balance, or health and safety. Solutions grounded in empathy build trust and boost compliance.
Building a sustainable future
The best hybrid working policies are flexible, dynamic, and inclusive. HR teams must avoid creating a ‘two-tier’ system where remote workers feel sidelined. Inclusivity, access to opportunities, and visibility must be actively managed regardless of where employees are located.
Long-term tips:
Keep policies flexible: Frame them as discretionary and subject to review, rather than fixed entitlements.
Maintain equity: Ensure consistent communication, development, and recognition across remote and office-based staff.
Review regularly: Stay alert to changes in law, employee expectations, and industry practices.
Final thoughts
Hybrid working isn’t going away - but how it’s managed will make or break its success. In 2025, the HR function is central to navigating this evolving landscape. By blending legal rigour, empathetic leadership, and smart workplace strategy, HR can build a future of work that’s both productive and people-centric.
Need help reviewing your hybrid work policy or contracts?
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