Who has access to hybrid working?
Although hybrid working remains prevalent, there is increasing scrutiny and shifting employer expectations about the practice. Many organisations are moving towards more structured office attendance by implementing office-working policies.
There are however many reasons why organisations continue to offer hybrid working. It is often a key factor in attracting and retaining employees, it can mean access to a wider pool of talent and the need for less office space. Research also indicates that hybrid working arrangements can have a positive impact on employee wellbeing.
On the other hand, many high-profile organisations take the view that office attendance is vital for fostering collaboration, improving office culture, career progression and productivity.
An interesting report Who has access to hybrid work in Great Britain? was published by the Office for National Statistics (ONS) on 11 June 2025. This looks at the groups of people most likely to have a hybrid working pattern.
The main points of the ONS report are:
- 28% of working adults in Great Britain hybrid worked between January and March 2025.
- Workers with a “degree or equivalent” qualification were 10 times more likely to hybrid work than those with no qualifications.
- The proportion of workers engaged in hybrid work increased with higher income bands. 45% of working adults who had hybrid working earned more than £50,000 a year compared to 23% for those earning between £20,000 – £30,000.
- Hybrid work was more common among residents in less deprived areas in England than those in more deprived areas.
- Full-time workers were more likely to hybrid work than part-time workers.
- Workers aged between 30-49 were the most likely to hybrid work, 36%. For the age group 16-29 it was 19% and for those aged 50 – 69 it was 24%.
- Disabled workers, 24% were less likely than non-disabled workers, 29% to hybrid work and were more likely to be in lower income bands.
There is no doubt that the pandemic resulted in huge changes to working patterns and hybrid working is now relatively common. Even so, the ONS report clearly shows that there are significant differences between demographic groups. The ONS identifies managers, directors and senior officials, those in professional occupations, and those with childcare responsibilities as being the individuals most likely to have a hybrid working pattern.
ONS publication Who has access to hybrid work in Great Britain?
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