Hybrid working is no longer a pandemic-era experiment – it’s now a defining feature of the workplace. But while the blend of remote and on-site work has opened new possibilities, it’s also having ripple effects and forcing organisations to rethink how they maintain culture, foster collaboration, and meet both business goals and employee expectations.
Here’s why hybrid work is much more than just a scheduling change, and how you can embed a hybrid-friendly culture that balances flexibility and productivity.
The state of hybrid work in 2025
According to the Office for National Statistics, hybrid work patterns have stabilised since their post-pandemic peak – with 28% of working adults having worked on a hybrid basis in Q1 2025. While knowledge-based sectors like finance and IT see high adoption rates, industries such as manufacturing still remain largely on-site.
Return-to-office mandates meet with employee pushback
Despite the popularity of hybrid work arrangements, there has been a tug-of-war over workplace flexibility. A recent British Chambers of Commerce (BCC) report found that 48% of companies want to scale back hybrid arrangements and get staff back onsite. Yet, it’s clear that employees value flexibility — and removing it risks eroding morale and increasing turnover. For many, the ability to manage their time and work environment is a key factor in job satisfaction.
From desks to dynamic spaces: The office as cultural hub
Offices are no longer just a default work location, but a curated space that’s specifically designed for innovation and social connection. In other words, a collaboration engine. Rather than get tied into traditional fixed leases, many businesses opt for rented office spaces that have been specifically designed for agile use, offering flexible layouts, meeting zones, and shared amenities that encourage interaction.
Making hybrid work more inclusive
Hybrid arrangements have been found to boost productivity, health, and wellbeing – making it even more important that hybrid work is not restricted to the few or be dependent on being in certain office roles. Initiatives such as digital upskilling, better network connectivity in underserved areas, and flexible scheduling can widen access to hybrid opportunities.
Strategies for embedding a hybrid-friendly culture
Businesses need to make flexibility part of their DNA but still encourage connection. To keep a hybrid work culture strong, organisations can schedule purposeful in-office days, train leaders in the art of hybrid management, encourage inclusive communication that includes both hybrid and in-office workers, and involve staff in shaping policies.
Hybrid as a cultural opportunity
Whatever your opinion on hybrid working, the reality is that it’s here to stay. The key is to balance flexibility with clear expectations and adapt the culture to ensure successful outcomes for both hybrid and non-hybrid workers. Businesses that embrace its potential have a unique opportunity to create workplaces that are adaptable, engaging, and resilient.
