Is the Return to the Office Really Happening?

Lately, I have seen lots of claims that companies are returning to a five-day office model, fuelled by media stories of a "great return to work." But here's the question: What industries are these companies in, and what roles are we talking about? These critical details are often missing from the conversation.

Yes, some companies have shifted to stricter onsite models, but these are isolated cases rather than an overall trend. We're still very much in an experimental phase, as businesses work to find what fits their teams and operational needs.

Over the past few years, many companies have tested hybrid and remote work models. Some succeeded, while others struggled. The truth is, implementing a strong hybrid policy—one that drives collaboration, learning, and innovation—is difficult. But that’s the reality of leadership: hard decisions are part of the job. Defaulting to a full return to the office may feel easier, but it’s not necessarily the best long-term solution.

Hybrid Work: Poll Insights

To bring some real data into this debate, I recently conducted a LinkedIn poll with 350 participants. While a larger sample would be ideal, it still provides valuable insights into the reality of hybrid versus onsite work.

- 15% work onsite 4-5 days a week.

- 35% are in the office 3 days a week.

- 30% split their time with 2 days onsite.

- 15% work remotely with 0-1 day onsite.

Lets dig a little deeper:

- Over 90% of those working 4-5 days onsite were in Manufacturing, Distribution, Retail, and Facilities sectors, mainly in HR Generalist, HR Business Partner, and Employee Relations roles.

- The 65% who work 2-3 days onsite were from a variety of industries, but there was a noticeable concentration of Talent, Recruitment, and L&D professionals. Those in talent-focused roles appeared to have more flexibility than their HR counterparts.

- Among the 0-1 day onsite group, the majority were in senior positions, highlighting the flexibility often available to senior leaders.

This data reinforces how industry and role heavily influence work arrangements, challenging the oversimplified “back to the office” narrative.

Industry Segmentation and Context

Different industries have distinct needs. Sectors like manufacturing, retail, healthcare, logistics, and construction have always required a physical presence. In contrast, during 2021-2022, sectors like tech, finance, and professional services—which were designed for remote collaboration and embraced hybrid models (they still do, but hiring activity in these sectors is in a lull).

Now, the job market is shifting again, and we’re seeing more activity from sectors where onsite work is essential. This is sometimes misconstrued as a broader trend toward a full return to the office, but it’s not reflective of the entire market.

No One-Size-Fits-All Solution

Businesses are feeling pressure, both internally and externally about their hybrid policies. But a blanket approach to onsite or hybrid work will never work. Different industries, and even different departments within the same company, have unique needs. The key is adaptability.

What’s needed is strong, thoughtful leadership. Companies that listen, observe, and adjust their policies will thrive. Those that fall back to a fully onsite model simply because hybrid feels “too hard” may face increased retention challenges, leading to costly turnover and disruptions.

The Only Certainty: Change

The conversation over hybrid and onsite work isn’t going anywhere. In the coming years, businesses will continue to adjust, experimenting with different models, learning from their mistakes, and evolving. What will separate the successful companies is their ability to adapt—not whether they choose hybrid or onsite, but how they manage change and lead their teams through it.

So, Is It Time to End the Debate?

Yes. The ongoing debate around hybrid versus onsite work is filled with voices from various industries, all pushing for what works best for them. But the reality is, there’s no single solution. Factors like industry, location, workforce demographics, and individual employee profiles (commutes, family life, personality types) make this a complex issue.

We can stop debating the "right" model and focus on the real challenge: creating customized hybrid policies that meet both business and employee needs.

Companies that invest in HR and staff their teams with the right balance of operational and strategic professionals will gain a significant edge in building and maintaining a skilled, adaptable workforce.

Sources of Information

I am not an economist, or professional writer but I am in a very privileged position when it comes to being at the coal-face of the HR jobs market in Ireland. Many of my musings are formed from what I hear and what I see from many sources, and threading them together.

I'm just the guy in the middle, delivering content to keep you informed.

Personal Note

Thanks for taking the time to read this, and I hope you found it in someway useful or insightful. All of my content is written and created outside of working hours which takes a lot of dedication, so if you have any feedback or suggestions on what you would like to see then please send me a message.

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