Hybrid Work Patterns Stabilize as Remote Roles Decline

Research from Ibec indicates that hybrid working patterns have become more established, with a notable shift in employer expectations regarding on-site attendance. According to the latest Workplace Trends Report, based on a survey of nearly 400 member employers, the introduction of work/life balance legislation in March 2024 has had minimal effect on the number of employees opting for remote work.

The report reveals that while the prevalence of companies adopting a hybrid model—defined as requiring employees to work in the office three days a week—remains stable at 31 percent, there has been an uptick in the number of firms mandating full-time office attendance, rising from 26 percent to 30 percent. Moreover, the percentage of employers offering two days of on-site work has decreased from 22 percent to 18 percent, and those operating fully remote systems have seen a slight decline from 14 percent to 13 percent.

Interestingly, the report highlights a significant growth in the number of companies requiring employees to be in the office at least four days a week, jumping from just 1 percent to 9 percent. Despite these changes, the majority of firms, specifically 63 percent, do not plan to alter their office attendance policies by 2026. Yet, 37 percent of companies indicate they are contemplating adjustments for certain roles.

In terms of recruitment, the challenges associated with filling on-site positions have eased. Fewer than half of the surveyed companies—48 percent—report difficulty in recruiting for on-site roles, a notable decline from the previous year when 52 percent expressed similar concerns.

Maeve McElwee, Executive Director of Employer Relations at Ibec, stated, “The survey evidence points towards the stabilizing impact of established workplace norms, with office attendance patterns better understood and adaptive to the needs of both employers and employees.” She further noted, “The high number of companies not planning to change their office attendance policies, along with the relatively low number of employees formally requesting to work from home, suggests that the tension around remote and hybrid work is not as intense as often perceived.”

The Work Life Balance Act introduced in March 2024 appears to have had little impact on the number of applications for flexible or remote working arrangements, with over 70 percent of firms reporting no change in this area. The easing of pressure on employers to accommodate hybrid work is evident in the survey responses regarding workplace priorities. Only 14 percent of employers cite employee expectations around flexible work as their most pressing concern, while 41 percent list it among their top five issues.

Other pressing matters have taken precedence, including auto-enrolment, the implementation of the pay transparency directive, and Gender Pay Gap reporting. The average pay increase reported by the surveyed firms stands at 3.6 percent, alongside an employee turnover rate of 8.3 percent.

In response to the growing influence of artificial intelligence in the workplace, the report suggests that over half of employers have policies in place or are in the process of developing them. However, Ibec cautions that implementation is occurring at a slow pace due to limited internal expertise and concerns surrounding data privacy and security.

The findings from Ibec’s report paint a picture of a stabilizing workplace environment as employers and employees navigate the shifting landscape of work in the wake of recent legislative changes.