In the height of the global pandemic, remote work became the standard for most “white collar” organizations.
As the risk began to subside, many knowledge workers saw no reason to return to the office — leaving employers and employees uncertain about the future of the workplace. What would work look like?
Fast-forward to today. While businesses are still evolving their approach to work, many organizations have gravitated toward a middle ground: hybrid work.
Let’s take a closer look at hybrid work today and what the data says now.
Assessing the Fully Remote Model
At the height of fully remote work, we learned some things about the work from home model, some great and others — not so much.
Remote Work Benefits |
Remote Work Challenges |
|---|---|
Flexibility Employees are better able to balance personal and professional needs. |
Work-Life Boundaries Difficulty "logging off" can increase burnout. |
Reduced Commutes Saved time can boost productivity and work-life balance. |
Technology Limited access to tools or reliable internet can lower productivity. |
Expanded Talent Pools Can hire from a wider geographic area, improving access to great talent within budget. |
Isolation Less face-to-face interaction can cause disconnect and fewer mentorship opportunities. |
As companies (and employees) have experimented to assess what works best for them, hybrid work has been found to counteract many of the challenges of fully remote work. For example, a more structured workweek helps many enjoy some flexibility without boundaries eroding, and gives opportunities to socialize and collaborate without fully losing the privacy of the home office for more in depth working sessions.
As of 2024, around 40% of companies had adopted some form of flexible work arrangement. A hybrid workplace, as the primary solution, seems to mitigate drawbacks while preserving remote work advantages.
For a deeper dive on HR trends and how they apply to your business, check out the 2025 NFP US Leave Management and HR Trend Report.
The Appeal of Hybrid Work
The hybrid model thrived because it provided the best of both worlds: the flexibility employees cherish, and the structure businesses need. According to McKinsey, when given a chance to work remotely, 87% of US employee respondents do so one or more days each week.
That means only 13% of those offered remote work choose to be in the office every day. Who’s surprised?
In season one, episode three of the Humans Resourced podcast, chief human resources officer at Marcum, Molly Crane, discussed the critical need for businesses to balance flexibility and clarity:
“If you want to keep your best people and attract new talent, remaining flexible yet clearly defining your expectations is a must. No one wants to be back in the office five days a week.”
Strictly forcing people back to the office without a comprehensive strategy in place could quickly devolve into a retention crisis.
Global Perspectives on Hybrid Work
Globally, hybrid work trends and remote work statistics for 2024 reveal similar patterns:
United Kingdom
About 28% of UK workers engage in hybrid arrangements, with 16% working fully remotely.
Ireland
In 2024, over a third (38.4%) of job postings offered hybrid arrangements, with 8.3% fully remote.
Canada
In 2024, 23.5% of Canadians had flexible work setups, with 13.2% fully remote and 10.3% hybrid.
Productivity and Company Culture
Despite the general adoption of trending employee benefits like hybrid work, some major companies are still opting to return to on-premises work only. These organizations may believe that hybrid or remote work might lead to decreased loyalty and productivity, but many studies suggest otherwise.
Research from Stanford University
According to a study led by Stanford University economist Nicholas Bloom, hybrid work contributed to a reduction in employee turnover by 33%.
Stanford research also suggested that hybrid employees are as productive and as likely to get promoted as their full-time in-office counterparts.
Researchers discovered that increasing in-office days from three to five didn't necessarily boost productivity, and that a hybrid model could potentially expand labor market participation among diverse participants, including parents, older workers and people with disabilities.
Of course, while the hybrid model has proven beneficial in many instances, research on these topics is still fairly new. As our recent HR trend report discussed, many studies seem to conflict outright, perhaps due to different metrics for “productivity” or because of unaccounted for differences in the types of remote role being studied. Only time will tell.
At the end of the day, however, data is only one important guide for decisions. Your organization’s unique demographics, culture and goals are equally important variables in the equation.
The Modern Workplace
Hybrid work is redefining how businesses operate by offering flexibility and adaptability while addressing productivity concerns. While the stats on hybrid work are trending favorably, it’s always wise to analyze and understand the specific needs of your organization and its employees.
As businesses adapt their workplace strategies, those embracing a hybrid workplace could be better positioned to attract talent and remain competitive in the modern workplace.
If you want help assessing your workforce’s needs, employee benefits strategy and improving the HR ecosystem at your organization, reach out to our Human Capital Solutions experts for a consultation.
