More than a quarter (28%) of working adults in Great Britain now follow a hybrid work pattern, with fewer workers commuting full time and hybrid working becoming the norm for many in professional and managerial roles according to new data from the Office for National Statistics (ONS).
However, access to hybrid and remote roles remains divided along education, income and disability lines. Workers with a “degree or equivalent” qualification were ten times more likely to work hybrid than those with no qualifications. In addition, the opportunity to hybrid work was more common among workers in higher income bands, those living in less deprived areas and those in full-time employment.
Rebecca Florisson, Principal Analyst at the Work Foundation at Lancaster University, said, “Hybrid and remote working was heralded as bringing in a new dawn of flexible and inclusive work, but today’s release shows it is out of reach for many. Whilst almost three in five (59%) people with higher education degrees or equivalent have access to hybrid or remote work, only around one in three (34%) of those with qualifications below degree level have access.”
Access gaps for disabled workers
The new ONS data also notes disparities for disabled workers, who were found to be less likely to access hybrid working arrangements compared to their non-disabled peers. Between January and March 2025, just 24 percent of disabled workers hybrid worked, compared to 29 percent of non-disabled workers.
Florisson said, “At a time when the Government is trying to increase the number of disabled people in the workforce, they must work with employers to make hybrid and remote accessible to more people. A recent Department for Work and Pensions study showed that a quarter of those out of work and claiming health and disability benefits state they might be able to work if they could do so remotely.
“Lancaster University’s study of disabled workers’ experiences of remote and hybrid work found that 85 percent of disabled workers stated that some working from home would be essential when looking for a new job.”
Older and low-income workers ‘underrepresented’
Workers aged between 30 and 49 years were the most likely to hybrid work, with 36 percent in this age group doing so, compared to 19 percent of workers aged 16 to 29 years and 24 percent of those aged 50 to 69 years. Part-time workers and self-employed individuals were also less likely to work in a hybrid model.
The income gap was also stark. Almost half (45%) of workers earning £50,000 or more engaged in hybrid working, compared to just 8 percent of workers earning less than £20,000. Higher earners were also more likely to hold degrees, contributing to their access to flexible roles.
Hybrid work was found to be less common in roles where remote working is not feasible, such as hospitality, retail and construction. Conversely, it remains concentrated in professional, scientific and technical roles, and among employees in managerial positions.
Catherine Foot, Director of Phoenix Insights, commented, “Hybrid working is increasingly becoming the norm, with more than a quarter (28%) of the UK workforce doing so. This is particularly true for workers over 30, parents, and professionals in industries where remote work is feasible.”
Policy and employer commitment
Phoenix Group research also found that 53 percent of workers would look for a new job if their current employer limited their ability to work flexible hours. Nearly half (47%) would do the same if working from home was no longer an option.
Foot added, “While hybrid working thrives in certain industries, workers in frontline and service roles cannot work from home, leaving many disadvantaged when it comes to career longevity and financial security. This data serves as a reminder that workplace flexibility must be inclusive, allowing all workers – especially employees who are over 50 – to remain in the workforce for longer.”
The ONS findings reinforce the argument that while flexible work has become widespread, structural inequalities continue to limit access for many workers. Analysts suggest that unless targeted interventions are made, hybrid and remote work may reinforce existing disparities in the labour market.
