The office is not dead, but forcing people back may kill your culture faster than you think.
The post-pandemic consensus is fraying. Some leaders swear by the productivity and culture of in-person work; others quietly admit that the commute, cost, and childcare maths no longer add up. UK data backs the mixed picture. Figures from the Office for National Statistics (ONS) show roughly 40% of employees still work in hybrid patterns, and office attendance has plateaued since mid-2024.
So, should you push to return?
Not blindly. The smarter move is to treat returning to the office as a case-by-case strategy: match presence to purpose. Team collaboration, mentoring, and onboarding benefit from shared space; deep-focus or specialist roles often do not. The legal tests are simple but powerful. Is your decision reasonable? Have you consulted fairly?
How should you do it?
Start with ‘why.’ Share openly the business reasons (innovation, mentoring, cohesion).
Consult, do not dictate. Even if contracts require office attendance, sudden enforcement risks grievances and discrimination claims.
Pilot before you police. Trial hybrid patterns for 6–12 weeks and measure outcomes. Attendance, engagement, performance.
Mind wellbeing. Travel, cost, and fatigue are real. A token wellbeing initiative isn’t enough. Offer flexible start times or commuting support.
Model the behaviour. If senior leaders stay remote, your ‘back to the office’ message dies.
Review and refine. Update your hybrid policy regularly as your business, sector, and legal landscape evolve.
What are the risks?
Contractual terms and consultation: imposing new office rules without consultation can breach contract and implied trust.
Discrimination and adjustments: blanket mandates risk indirect discrimination (for example, disability and caring responsibilities).
Flexible working rights: since April 2024, flexible requests are day-one rights. Ignore them at your peril.
Health and safety: employers must assess both physical workspace and stress levels.
Monitoring and privacy: tracking attendance or desk sensors? Ensure transparency and data protection compliance.
Checklist:
- Have you clearly justified your rationale?
- Did you meaningfully consult your employees?
- Are hybrid and flexible options still available?
- Do your managers model the policy?
- Have you reviewed data and discrimination risks?
- Are you monitoring the effect on well-being?
- Is your policy documented and reviewable?
- Could you defend your approach before an Employment Tribunal?
One last question:
If you cannot explain why someone needs to be in the office, should they really be there?
Sources:
Requesting home or hybrid working – Acas
Who has access to hybrid work in Great Britain? – Office for National Statistics
