It’s hard to believe it’s been five years since the UK went into its first COVID-19 lockdown. HR teams and businesses did a fantastic job at this time of rapidly shifting to a work from home model and supporting their teams during a difficult period of repeated lockdowns. Having adapted at pace, we have since seen companies try to find the right approach in ‘the new normal’, including often rolling back some of the flexibility that had been offered during the pandemic. At this five year milestone, we take a look at what hybrid working looks like in 2025, how HR teams are balancing the demands of employees vs the needs of employers, and what we predict is likely to happen over the next five years.
1. Fully remote to fully in office – what is the standard approach we see across our portfolio?
There’s no single approach to remote and hybrid working as it varies by business model, geography, and access to talent. That said, there’s been a clear shift: while some businesses continue to operate fully remotely, many UK companies are rolling back flexibility, with hybrid models becoming increasingly weighted towards the office. As the talent shortage has eased, the balance of power has shifted back to employers. Companies like Disney, Twitter, and KPMG – once very vocal about flexible work – are now speaking out about reversing their policies.
For businesses looking to make hybrid work long-term, structure and communication is key. Anchor days, better discipline in online meetings, more manager check-ins, and regular all-hands gatherings are all ways companies of are building connection even when including remote working. Clarity over expectations is fundamental to it working well. HR leaders are focussing on being consistent in their messaging and setting clear expectations from the start.
2. What has driven the trend towards more in office time?
The move towards more in-office time isn’t just following the market. Hybrid working has benefits, from better work-life balance to supporting talent retention and broadening recruitment opportunities. However, fully remote work has its challenges. Many businesses have seen a decline in culture and collaboration, with fewer opportunities for mentoring, informal learning, and career progression – particularly for junior employees. Without in-person interactions, visibility decreases, and talent development can slow.
Collaboration is also harder remotely. Spontaneous discussions are replaced by rigid online meetings, and with Microsoft reporting a 153% rise in meetings since the pandemic, many employees find themselves with clogged diaries, impacting engagement and productivity.
3. How are HR teams balancing the needs of employees and employers
Enforced work from home during the pandemic combined with a talent shortage, meant many HR teams had to offer considerable flexibility to attract and retain talent. Now, many face the challenge of rolling back remote work without creating a two-tier system.
With hybrid work still largely preferred by employees, communication is key not just in setting expectations but in explaining why office time matters. If collaboration is the goal, but employees spend the day on Teams calls, engagement will drop. Senior leaders must set the example, policies must be clear, and office time should feel purposeful.
At the same time, rigid return-to-office policies shouldn’t be reactive or based purely on leadership preference. The best HR teams gather feedback, track performance impact, and adapt accordingly. The shift to flexibility also isn’t just about office versus work from home. Claire Webster, HR Director at Avantia comments that, “At Avantia, flexibility isn’t just about where employees work – it also includes different working patterns such as part-time schedules, compressed hours, and even the option to work overseas, particularly for those with family outside the UK.”
4. Work from home is still a useful tool in the HR toolkit
As larger companies like Google and Meta shift back towards in-office work, it’s important to remember that remote work remains a powerful differentiator for mid-market businesses looking to attract talent.
Even high-profile return-to-office announcements can be misleading, we see Google’s handbook still embracing hybrid working, with flexibility based on need.
Many mid-sized companies have found that maintaining remote work options helps them stand out in the hiring market. For example, Claire has seen the benefits firsthand at Avantia. She explains, “We’ve been supportive of flexible working measures for years, as we believe it boosts work-life balance, productivity and engagement while reducing employee turnover. Our flexible working policy plays a key role in our hiring strategy, helping us attract top talent who may require flexible arrangements to perform at their best. It has also played a crucial role in recruiting and retaining women across all business areas, including senior positions, by supporting work-life balance and career progression. In 2019, women made up just 27% of our workforce; by 2024, that number had risen to 45%.”
Claire adds, “The benefits of flexible working for both employers and employees are clear – from happier, more engaged and productive teams to a more competitive and attractive job market offering.”
While it’s a relief that the pandemic now feels like a distant and strange memory, its impact on the way we work is still being felt by both employees and employers. Communication, consistency, and clear structures have been key to making remote, hybrid, or in-office setups work.
