Hybrid and home working aren’t going anywhere — but how common would flexible working really become in a post-COVID landscape? As it turns out: very.

Driven by employee expectations, operational flexibility, and now legal reform, the shift toward hybrid and remote-first models is accelerating in 2025, with workers learning they have the right to request flexible arrangements from day one of employment.

And with this surge in out-of-office working comes a much more complex burden of responsibility for employers. Here’s why businesses need to act fast.

Is Hybrid Working Really Rising in 2025?

According to an Office for National Statistics survey published in June, ‘the proportion of hybrid workers has gradually risen since March 2022.’ 

Over a quarter of working adults in the UK followed a hybrid work pattern between January and March 2025.

This isn’t just because younger generations are entering the national workforce; the survey explains that hybrid working has risen while travelling to work has declined.

So, while the shift to remote work started as a crisis response, it’s now become a long-term strategy for thousands of UK employers. What’s changed in 2024-2025 is the protection.

Why This Is More than a Trend: Day-One Right to Request Flexible Working

Due to the Day-One Right to Request Flexible Working, employees are now legally entitled to request hybrid or home-based arrangements from the very start of their employment. Rather than a novel perk, flexible working is now often an expectation – one backed by law.

But it’s not just about the law. Many organisations are actively embracing hybrid models to cut costs, access broader talent pools, and offer better work-life balance. When both employee demand and business strategy align, the trend becomes the norm — and that’s exactly where we’re heading.

With requests now possible from day one, businesses must have the infrastructure and policies in place before a new hire starts. And even organisations that do have some hybrid work support built into operations may struggle to scale existing processes to meet demand.

Although the Day-One right came into effect back in April 2024, awareness was surprisingly low — with nearly 70% of employees unaware by year’s end1. That’s beginning to shift in 2025. As awareness spreads, more workers are exercising this right.

Do Businesses Have to Accept Flexible Working Requests?

Under the new rules introduced by the Employment Relations (Flexible Working) Act, employers are still allowed to refuse these requests but only for specific, legitimate business reasons. These include things like untenable additional costs, provable impact on performance, or the inability to reorganise work among existing staff.

So no, businesses aren’t legally required to say yes. But that doesn’t mean they can say no lightly.

The landscape in 2025 is different. A refusal can now carry reputational and legal risks, especially if the reasoning is vague, undocumented, or perceived as unfair. 

What’s more, employers must now respond to requests within two months, and employees can make two requests per year instead of one. That means managers need a clear, well-documented process — and a good understanding of when saying “no” could lead to trouble.

So while the law doesn’t force acceptance, it’s creating stronger expectations. In practice, many businesses are finding that granting flexible arrangements is safer, more sustainable — and often more productive — than refusing them.

So, What’s Changing for Employers in 2025?

For years, health and safety obligations have technically applied to remote workers — but in 2025, what’s changing is how closely that duty is being scrutinised.

More requests for hybrid work mean more employees working from home, at least part of the time. And while the home may feel like a safer, more comfortable setting, the risks don’t disappear — they just become harder to monitor.

Regulators and employment tribunals are beginning to expect more from employers in this area. It’s no longer enough to have a generic policy or a tick-box DSE form. Businesses are being asked:

• How are you assessing risk for remote staff?
• What reasonable adjustments are in place?
• Can you demonstrate a clear duty of care beyond the office?

In short, the rules haven’t radically changed — but the expectations have. And in 2025, employers who can’t show they’ve taken remote work risks seriously may find themselves on the wrong side of compliance, culture, or even the courtroom.

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What Are the Real Risks Employers Face?

From tribunal losses to missed hiring opportunities, the cost of poor flexible working strategies is rising fast.

1. Rejecting Flexible Working Requests Can Limit Business Potential

The ONS survey discussed earlier also highlights that flexible working is most common among workers with degree (or equivalent) qualifications:

Of these highly educated workers:

• 18% work from home exclusively
• 41% are home or hybrid workers

• Only 27% commute and work onsite

This is no doubt partly due to the nature of roles available to higher-qualified individuals vs those with no formal qualifications. But it also shows that, more and more, top talent expects flexible working options.

Failing to offer these options could mean missing out on recruiting impactful workers or even losing existing staff – and many businesses are catching on.

In a CIPD report on hybrid working practices, it’s stated that 61% of employers believe flexible working is important to attract key staff and solve labour and skill shortages.

2. You’re Still Liable for Poor Home Working Conditions

Employers remain legally responsible for health, safety and wellbeing — no matter where staff work. Remote locations don’t remove the risk; they just make it harder to see and manage.

Key risks include:

• Poor workstation setups (chairs, desks, monitor positioning)
• Lack of structured DSE assessments
• Excessive screen time without breaks
• Inconsistent support from remote managers

Without a formal process to assess and act on these issues, businesses face a triple threat: injury claims, HSE scrutiny, and reputational fallout. And in 2025, regulators are watching more closely than ever.

3. Refusing Reasonable Adjustments Could Breach Equality Law

Working from home may be more than a preference — for some, it’s a reasonable adjustment under the Equality Act 2010.

An employee with a disability or long-term health condition might find commuting difficult, or may require an adapted setup that works better from home. If their request to work remotely is denied without due consideration — or worse, dismissed outright — it could be classed as discrimination.

Tribunals have already begun to reflect this shift, with rulings that reinforce the expectation to accommodate hybrid models where reasonable. Take the 2024 James Donnelly vs South Lanarkshire Council case for example.

After working remotely during the pandemic, Donnelly was required to return to office one day per week despite medical advice indicating he was only fit for home-working. The tribunal ruled the council breached its duty under the Equality Act, awarding £16,376.82 in compensation and finding that requiring office attendance was not a justified adjustment.

These are the moments where values are tested and reputations are built or broken.

4. Invisible Risks Are Still Your Responsibility

Hybrid workers may appear to be thriving — but the risks you can’t see often cause the most harm.

These include:

• Mental health issues such as burnout, isolation or stress
• Overwork from blurred boundaries between work and home
• Inconsistent support due to poor manager visibility

Just because a worker is out of sight doesn’t mean they’re out of risk. And in 2025, regulators and employees alike are expecting businesses to move from reactive responses to proactive support — especially where wellbeing is concerned.

5. Insufficient Policies Can Cost You More Than a Fine

Finally, there’s the reputational and operational risk of simply being unprepared. Without clear policies around hybrid working, DSE risk management, and employee support, managers are left to make inconsistent decisions. 

That’s when small issues become big liabilities — and when unfair treatment claims become harder to defend.

In the long run, patchy processes can become scores more costly than putting a proper system in place.

What Employers Need to Do

To meet rising expectations in 2025, employers should:

• Conduct regular DSE assessments for all staff — on-site, remote or hybrid
• Provide equipment or adjustments where needed
• Embed remote work risks into wider H&S strategy
• Train managers to spot early signs of fatigue, poor ergonomics, or stress

The days of relying on generic tick-box forms are over. You’ll need a system that works — and scales.

Healthy Working from Cardinus

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• Flexible: Adapts to any workstation, whether employees are office-based, hybrid, or fully remote – ensuring compliance across your entire workforce
• Customisable: Tailor risk assessments and training to your specific environments and policies
• Efficient: The central PACE management hub streamlines the entire process — reducing programme costs by up to 90%
• Proven: Helps organisations cut MSDs by as much as 80%

Don’t wait for calamity to uncover the gaps — futureproof your DSE programme today.

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