The latest data from the Office for National Statistics (ONS) reveals that hybrid working has become the routine for approximately 25 percent of UK workers, with certain demographics more likely to embrace it.

While full-time remote work has declined since 2021, hybrid working has solidified as the ‘new normal following the COVID-19 pandemic. Improved employee wellbeing remains one of the most common reasons cited by businesses for adopting hybrid or home-based working.

The ONS Time Use Survey highlights that working from home allows employees to reclaim valuable time. Home workers saved an average of 56 minutes each day by avoiding a commute, and some of this time was reallocated to wellbeing activities. Survey respondents working from home on a particular day reported spending, on average, 24 minutes more on sleep and rest, as well as an additional 15 minutes on exercise and wellbeing activities compared to those working away from home.

Managers, Parents, and the Over-30s Prefer Hybrid Work

Hybrid working is more prevalent among workers over 30 years old, with 29 percent of this age group following a hybrid model, compared to 19 percent among younger workers aged 16 to 29. The likelihood of hybrid working increases with managerial positions and parental status; 35 percent of working parents report using a hybrid model, compared to 24 percent of non-parents. Hybrid working offers parents more flexibility, aiding in balancing professional responsibilities with childcare and school schedules.

The data also shows differences by gender among working parents, with 41 percent of male working parents engaging in hybrid work compared to 30 percent of female working parents. More senior professionals, including managers, directors, and senior officials, are more likely to work in a hybrid fashion (45 percent) compared to the overall workforce.

Catherine Sermon, Head of Public Engagement & Campaigns at Phoenix Insights, said, “The concept of the eight-hour working day and notions about where, when and how we should work to carry out our role effectively are over 200 years old.

“Hybrid working can be a game changer for workers, enabling them to balance work for a wide range of important reasons such as caring responsibilities, or better manage their physical and mental health. Flexible hours are also particularly important to employees aged 50 and over, playing a vital role in helping them think differently about when and how they work, earn, save and retire.

“Businesses, where possible, should adopt a culture of flexibility in their organisations to get the best from their colleagues, and encourage managers to have good conversations to ensure hybrid and flexible work enables them to stay in work for as long as they need or want to.”

Education Levels and Hybrid Work Patterns

The likelihood of hybrid working is significantly higher among those with advanced qualifications. ONS data shows that 42 percent of workers with a degree or equivalent qualification follow a hybrid working model, making them 10 times more likely to adopt this pattern compared to those with no formal qualifications, where hybrid work participation is just 4 percent.

The availability and suitability of hybrid working vary widely across sectors. Information and communication industries lead in hybrid working adoption, benefiting from roles that can be executed remotely, while professional and technical services follow closely behind. These industries are contrasted by fields such as hospitality, retail, and service roles, where hybrid working remains rare due to the in-person demands of the work.

In December 2023, the ONS Business Insights and Conditions Survey reported that businesses within the information and communication sector had the highest level of hybrid working at 49 percent. Similarly, the professional, scientific, and technical sectors showed a strong preference for hybrid work, with 42 percent of roles following this model. Workers in these sectors, including roles such as programmers, project managers, and computer technicians, are well-suited to remote or hybrid arrangements due to the nature of their work tasks.

Hybrid Work and Employee Retention

Sinead Heath, Senior Manager, Reward &Benefits at Isio, said that hybrid work outshines traditional benefits as a key driver of employee retention.

“The latest ONS data reaffirms what our research has consistently shown: hybrid working is a powerful tool for employee retention. It’s clear that flexibility is highly valued by the workforce,” Heath said. “Our own survey supports these findings, with 70% of respondents indicating that access to hybrid working would be a decisive factor in staying with their current employer. This preference is closely followed by flexible working options, cited by 65% of respondents, both of which significantly outshine traditional core benefits like pensions and income protection.

“Hybrid working is not only crucial for retaining current employees but also for attracting new talent. For disengaged staff considering a move, hybrid working is one of the most influential factors in their decision to join another employer. To effectively address retention, employers need to look beyond traditional benefit packages. Enhancing employee value isn’t solely about increasing investment in funded benefits. We know that flexibility policies are highly valued by employees, often more so than other benefits. Employers, therefore, shouldn’t hesitate to embrace these cultural shifts when there is real reward at stake for doing so.”