The shift to hybrid working has undeniably transformed the modern workplace. Many companies have embraced the flexibility of two or three days a week at home, recognising that productivity doesn’t always rely on physical presence. This model works well when both employers and employees understand the boundaries. But increasingly, some grey areas are emerging — particularly around who decides how flexible work should be.
There’s a growing trend where employees feel empowered to dictate their preferred work-from- home schedules, sometimes even requesting full-time remote roles despite a company’s clearly stated hybrid policy. While it’s important to respect individual needs, especially in cases involving health, caregiving, or other personal circumstances, businesses must also retain the right to define how their teams operate.
The balance lies in flexibility with structure. Employers should listen to employee feedback, and where there are legitimate reasons, adjustments can be made. But the default approach must reflect business needs, and hybrid policies should be consistently applied to avoid confusion or claims of inconsistency.
Managers are often left uncertain — worried about setting boundaries for fear of legal repercussions. But having a clear, documented policy that outlines expectations while leaving space for individual consideration can help ease this uncertainty.
Ultimately, working from home is a benefit, not a right. Hybrid models should be treated as a structured offering, not an open negotiation. Transparency, fairness, and clarity are key — and so is reaffirming that, unless extenuating circumstances apply, the employer has the final say.
If you are looking for help with managing hybrid working within your business, then please get in touch and find out how we can help today.