According to the latest Office for National Statistics data, hybrid working is now the norm for 25 percent of UK employees. Certain demographics are more likely than others to adopt it.
After the COVID-19 epidemic, hybrid work has become the “new normal”. Businesses cite improved employee wellbeing as one of the main reasons for adopting home-based or hybrid working.
The ONS Time Use Survey shows that employees can reclaim time by working from home. By avoiding the commute, home workers save an average of 56 minute per day. Some of this time is reallocated towards wellbeing activities. The survey respondents who worked from home reported that they spent, on average 24 minutes more per day on rest and sleep, and 15 minutes extra on wellbeing and exercise compared to their counterparts working away from home.
Hybrid work is preferred by managers, parents, and people over 30
Workers over 30 are more likely to use hybrid working, with 29 per cent of them using it, compared to only 19 percent for workers between 16 and 29. Hybrid working is more likely to occur in those with managerial roles and parents. 35 percent of working mothers report hybrid working, compared to only 24 percent for non-parents. Hybrid working allows parents to have more flexibility and balance their professional obligations with childcare or school schedules.
Data also shows gender differences among working parents. 41 percent of working fathers engage in hybrid work, compared to only 30 percent of working mothers. Senior professionals such as managers, directors and senior officials are more likely than the general workforce to engage in hybrid work (45%)
Catherine Sermon is the Head of Public Engagement & Campaigns for Phoenix Insights. She said: “The eight-hour work day concept and notions of where, when, and how to perform our roles effectively are more than 200 years old.
Hybrid working is a game changer. It allows workers to better balance their work and other important factors, such as taking care of family members or managing their mental and physical health. Flexible working hours are important for employees over 50, as they can help them to think differently about how and when they earn money, save, and retire.
“Businesses should, wherever possible, adopt a flexible culture in their organisation to get the most out of their colleagues. Encourage managers to have good discussions to ensure that hybrid and flexible work allows them to remain in work as long as they want or need to.”
The Education Levels of Hybrid Workers
Higher qualifications increase the likelihood of hybrid work. ONS data show that 42 percent (or 4 percent) of workers who have a degree or an equivalent qualification use a hybrid model.
Hybrid working is available in many sectors, but its suitability and availability varies widely. The information and communication industry leads in the adoption of hybrid working, as it benefits from roles that are able to be performed remotely. Professional and technical services closely follow. In contrast, hybrid working is rare in fields like hospitality, retail and service, due to the physical demands of their work.
In December 2023 the ONS Business Insights and Conditions Survey revealed that the sector of information and communications had the highest rate of hybrid work at 49 percent. The professional, scientific and technical sectors also showed a preference for hybrid working, with 42 per cent of roles adopting this model. These workers, such as project managers, computer technicians and programmers, are well suited to hybrid or remote arrangements because of the nature of their tasks.
Hybrid Workplace and Employee Retention
Sinead Heath, Senior Manager of Reward & Benefits at Isio said that hybrid benefits are more important than traditional benefits in terms of employee retention.
The latest ONS data confirms what our research consistently showed: hybrid working is an effective tool for employee retention. Heath stated that it is clear to see how highly the workforce values flexibility. Our own survey confirms these findings. 70% of respondents indicated that hybrid working was a key factor for them to stay with their current employer. This is followed closely by flexible working arrangements, which are cited by 65% respondents. Both of these options outrank traditional core benefits such as pensions and income security.
Hybrid working is important for both retaining existing employees and attracting new talent. Hybrid working is a major factor in the decision of disengaged employees to move. Employers need to go beyond the traditional benefits package in order to effectively tackle retention. Increasing employee value doesn’t just mean increasing investments in funded benefits. Flexibility policies are valued by employees more than any other benefit. “Employers should not hesitate to embrace cultural changes when they are rewarded for doing so.”
