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September 11, 2025
Quick Answer:
Hybrid working remains the dominant model in 2025, with fully remote roles declining. The most effective hiring strategy is offering flexible, role-based options supported by strong onboarding and clear expectations.
Key Takeaways
The pandemic changed working habits for the vast majority of office-based workers. Those able to do their job from home were asked to do so in order to keep operations running throughout the pandemic. But have we seen the pendulum swing back in the opposite direction?
There has certainly been a shift, with many employers now encouraging or requiring a return to the office—either full-time or through structured hybrid models. Offices are often busiest midweek, reflecting this new rhythm.
Some workers welcome the return, particularly those who struggle with focus at home or lack a dedicated workspace. Others—especially working parents or those who relocated during the pandemic—face increased costs and disruption when returning to office-based routines.
Before the pandemic in 2019, only 4.7% of UK workers worked from home. This surged to 46.6% in April 2020, before settling into a more sustainable hybrid model.
By 2024–2025, over a quarter of UK adults report working from home at least part of the time.
Working patterns also vary significantly by age:
| Topic | Key Point |
|---|---|
| Pre/post pandemic shift | Remote work surged in 2020 and stabilised into hybrid models. |
| Age differences | Younger workers commute more; mid-career professionals work hybrid. |
| WFH benefits | Improved balance, productivity, and wellbeing for many. |
| WFH drawbacks | Collaboration challenges and home distractions. |
| Market mismatch | Remote roles attract far more applications than supply. |
| Hiring trend | Remote hiring declining at large firms; mixed trends elsewhere. |
| Employer takeaway | Adopt flexible, role-based hybrid supported by strong onboarding. |
Employee demand for remote and hybrid work remains strong. Surveys show key benefits include improved work-life balance, fewer distractions, and increased productivity.
However, there are also downsides—particularly around collaboration, creativity, and potential isolation.
Employers are therefore balancing flexibility with performance, often favouring hybrid models that combine focused home working with in-person collaboration.
Fully remote roles are now less common than during the pandemic peak. For example, a small percentage of job listings may account for a disproportionately large number of applications.
Recent data shows remote hiring declining among larger companies, while smaller organisations remain more flexible.
The key takeaway is that flexibility is a powerful differentiator. Offering hybrid options can help attract top talent in a competitive market.
However, a one-size-fits-all approach is unlikely to work. Different employees have different needs:
Remote and hybrid work are no longer temporary solutions—they are now embedded in modern working life. However, the future lies in balance rather than extremes.
Employers that succeed will be those who:
Rather than choosing between remote or office work, the most effective approach is designing a system that works for both the business and its people.
Yes, demand remains high, although the number of fully remote roles has declined compared to pandemic levels.
Early-career professionals often benefit from in-person collaboration, mentoring, and social interaction.
The most effective approach is role-based, combining clear expectations, flexibility, and strong onboarding support.
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About the Author
CMD Recruitment Insights Team
Written by recruitment specialists with expertise in hiring trends, workforce strategy, and employer branding across the UK.
Reviewed by senior consultants.
