I wonder how hybrid working is rewriting the contract of employment?

As technology becomes more and more implemented into everyday life, the way we work is under a major transformation. The traditional 9-to-5 office routine is giving way to flexible, hybrid working arrangements that challenge the rigid assumptions about structure, presence in the workplace and employee relationships.

Since Autumn of 2024, more than a quarter of working adults in Great Britain (28%) are hybrid working. This article will explore what hybrid working is, how it is changing stereotypical workplaces and how it can benefit employees.

What is hybrid working?

Hybrid working is a flexible working arrangement where employees can split their time between working in the workplace and working remotely, often from home. This blends the experience of working in an office and working remotely. This can either be decided by the employee, or the employer can enforce common working from home (WFH) days throughout the business or team.

Hybrid working is commonly associated with flexible working. Since April 2024, employees are entitled to request to change their working arrangements from the first day of their employment. This includes the possibility of working completely from home, how often you work from home and how often you work from the office. Employers can accept, partially accept or reject a statutory request, so long as there is a genuine business reason. For example, some workplaces which require physical presence may not suit hybrid working, therefore the request may be rejected.

How are working arrangements changing?

Hybrid working became more apparent following the COVID-19 pandemic. Workplaces often stuck to a ‘9-5’ schedule five days a week in the office. However, lockdown restrictions meant that gatherings and large groups of people were not permitted, therefore causing a struggle in workplaces. For companies who could, they implemented WFH measures, meaning that employees would work solely from their home to align with social distancing measures.

Since the pandemic, there has been a shift to more flexible working conditions. This shift has been a major driver behind the rise of hybrid working. What began as a temporary response to changing work dynamics has become a long-term strategy for many businesses. Employers are recognising that flexibility can boost productivity, improve employee wellbeing, and enhance talent attraction and retention.

As a result, employee expectations have also evolved. Workers are now more likely to seek roles that offer a degree of flexibility, valuing the ability to manage their time and commitments more independently. Hybrid working supports this by enabling a better work-life balance, without sacrificing collaboration and team culture.

Why is this shift good?

Hybrid working arrangements offer a range of benefits for both employees and employers, making them increasingly popular. Some of the key advantages include:

• Increased Flexibility: Employees are able to balance work and personal life more effectively by choosing where they work, enabling for situations such as childcare or dependent care arrangements.
• Improved productivity: Employees may find they are more focused and efficient without typical office distractions.
• Improved wellbeing: Reduced commuting time and greater control over schedules contribute to lower stress and improved mental health.
• Enhanced job satisfaction: Flexibility and trust tends to boost morale, leading to higher employee engagement and enhanced productivity.

By embracing these advantages, organisations can foster a more motivated, loyal and trusting workforce, also allowing for long-term success in a technological world.

How do employers need to adapt?

As hybrid working becomes the norm, employers must rethink their traditional management approaches and workplace strategies. This includes:

• Measuring productivity: Employers must shift from measuring productivity by hours spent in the office to evaluating outcomes and results, embracing trust over micromanagement.
• Changing communication styles: Employers could prioritise clear, frequent and transparent communication across digital platforms to keep both remote and in-office teams aligned.
• Efficient technology: Employers must invest in technology which supports seamless collaboration with hybrid working and ensuring employees have the resources necessary to work from home.
• Fostering a strong organisational culture: Ensuring the workplace is well organised, from workloads to employee engagement, will ensure to maintain the high level of workload carried out.
• Ensure equal opportunity: Employers must ensure that both remote and onsite employees have equal access to opportunities and career development.

Ultimately, by adapting to hybrid work means building a culture based on trust, empathy and adaptability to ensure a diverse and distributed workforce.

Conclusion

In conclusion, hybrid work is fundamentally reshaping the employment contract by redefining where, how and when work happens. It challenges traditional expectations around office presence and rigid 9-to-5 schedules. Hybrid work allows for flexibility, trust and greater job satisfaction, as well as a better work-life balance. However, it also requires employers to adapt by embracing new management styles, investing in technology and fostering inclusive cultures. Ultimately, hybrid working represents the ever-changing technological work we live in; therefore it must be internalised to succeed.

Further Advice

If you have any queries on hybrid working practices or any other employment-related matters, our Peace of Mind Team is here to provide expert guidance. Our Document Audit Team can also assist in drafting relevant workplace policies.

Contact our Employment Team by emailing employment@warnergoodman.co.uk or calling 023 8071 7717.

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