Return-to-office: what’s the reality?

Have you noticed your morning commute getting a little more crowded lately? Maybe there are more cars on the road, or you're finding it harder to get a seat on the train. What once felt like a quiet start to the day now feels a bit more rushed.

Whether you're an employee feeling uncertain about returning to the office or a leader rethinking hybrid work policies, our  latest research reveals where people are working in 2025 and what to expect in 2026.

Hybrid work remains the norm

According to our 2026 Salary & Recruiting Trends guide, 45% of professionals now work in a hybrid model, up from 43% last year. Fully remote work has also seen a slight increase, rising from 16% to 17%, while fully office-based roles have declined from 41% to 38%. Employers are largely aligned with this shift: 55% favour hybrid setups, 40% prefer full-time on-site presence, and 5% support fully remote work.

Choice is shrinking in hybrid models

Hybrid working may be here to stay, but the freedom it once offered is starting to narrow – which could explain why commutes are feeling more crowded. In 2024, the most common hybrid model gave employees full autonomy over how often they came into the office, with 26% enjoying complete flexibility. In 2025, that picture has shifted. A stricter model now dominates, with a third (33%) of employees required to be in the office three days a week, up from 25% last year. Meanwhile, the share of professionals without a formal hybrid policy has dropped from 11% to just 5%.

Future policies show little appetite for change

The return-to-office debate continues to stir strong opinions, with some high-profile organisations tightening their policies. But these headlines don’t tell the whole story. Most employers are not rushing to bring everyone back. In fact, 62% are keeping their flexible work policies unchanged, and the number planning to reduce flexibility is matched by those planning to expand it (both 7%).

Meanwhile, 12% are actively reviewing their policies but haven’t yet made a decision. Whether they’ll lean toward more or less flexibility remains to be seen. And for the final 12% who still lack a formal policy, could 2026 be the year they commit?

Rigid employers will likely suffer

Hybrid working undoubtedly has its advantages for many employees, including better work-life balance, reduced spending and greater flexibility in where they live. Unsurprisingly, many are not willing to give up these benefits. In fact, almost half (49%) of professionals say they wouldn’t consider accepting a job that didn’t offer hybrid working, up from 46% last year.

Employers should not take this statistic lightly, especially in today’s competitive climate. With 93% of organisations facing skills shortages, the pressure to attract and retain talent has never been greater. Many are already rethinking their strategies to stay ahead, and those who ignore employee expectations risk falling behind.

Mandates without meaning may backfire

Introducing inflexible RTO policies could prove detrimental to employee attraction and retention, as there’s no one-size-fits-all approach when it comes to ways of working. If you’re considering enforcing more time in the office, then ensure there is a clear justification, as the majority of pushbacks tend to arise when employees don’t understand the “why.”

Many organisations are still offering hybrid working, which remains a more attractive model for many workers, so less flexible employers can expect to face increased struggles when hiring. If you’re thinking about ordering your workers to return to the office full-time, you should first ask yourself: do the benefits of more office time truly outweigh the risks to employee satisfaction, attraction and retention?

Key considerations for employees

If you're facing stricter office mandates, take a moment to reflect on what truly supports your productivity and wellbeing. Honest conversations with your manager, supported by clear examples of your impact, can go a long way in shaping more thoughtful, balanced policies. And if your current setup no longer fits your values or lifestyle, know this: flexible employers still exist, and many are actively looking for talent like yours.

To hear our exclusive insights on issues affecting the world of work – including ways of working, skills shortages and AI – explore our 2026 Salary and Recruiting Trends guide.

 Also, join our LinkedIn network HR Insights with Hays to connect with like-minded professionals and explore how HR trends are shaping the future of work.