Hybrid and remote work trends have changed and employers are adopting flexible working schedules across industries where these arrangements can be implemented. Changes were caused by market competition between emerging technologies, cost of living, demographic changes, and employees’ expectations for higher quality of life.

A future of work analysis shows that the potential for remote work is concentrated among highly skilled, highly educated workers in a small number of industries, jobs, and geographies. The advantages of remote working for employees are flexibility, improved work-life balance, and four days or three days a week. However, only some employees can work remotely between three and five days a week without affecting general productivity in their workplaces.

Hybrid work might be a possible long-term solution

Another study that examined performance reviews, promotions, innovation, leadership and mentored contribution shows that hybrid work helps both employees and employers. Also, the findings indicate that the hybrid work model has no impact on productivity or career advancement and boosts employee retention. Generally, this is because most of their daily tasks demand physical presence. Also, the types of industries that can adopt remote working are limited.

According to a survey, it seems that globally, 16% of companies are fully remote about 62% of workers work remotely occasionally and 44% of companies do not allow remote work. In the US the top three industries working remotely currently are Computer and Information Technologies, Accounting & Finance and Marketing. Findings show that remote and flexible work arrangements are more common for senior-level roles and hybrid roles are an emerging work-related trend.

challenges for Hybrid and remote working employees

Though remote work is still in demand and this trend seems to continue, hybrid working models are more frequent. Remote jobs come with benefits, but they also involve negative outcomes. Among the negative effects of remote environments we can mention:

• Psychological isolation,
• Lack of face-to-face collaboration,
• Clear boundaries between personal and professional life,
• Complexity of taxation rules,
• Employment contracts legal entanglement and
• Lower salary levels.

The right to disconnect laws for work-life balance

According to a study remote work negatively impacts the need for belonging and causes psychological isolation among employees. Remote working organizations have the responsibility to implement supportive human resources policies and to use tools to use shared virtual spaces and encourage employee wellbeing.

To overcome these issues companies need to develop a positive organisational culture to encourage work-life balance, good organisational collaboration and communication habits and teach employees to set healthy boundaries.

To improve work-life balance an important step has already been taken by several European countries. France, Belgium, Spain, Italy and Greece passed the “right to switch off” laws and the UK is about to do the same thing. The increasing number of working hours made EU officials initiate consultations regarding telework. In their findings, it seems that overall telework in the EU jobs are estimated to be around 37%. A higher number of remote workers are those with knowledge of ICT services.

Proximity bias and employee productivity

As claimed by a paper, the proximity bias meaning the tendency of leadership to show favouritism or preferential treatment to employees that are close to them physically is still quite common. Findings indicate that 49% of employees are concerned that managers view office-present colleagues as harder working and more trustworthy than remote colleagues.

Moreover, 54% of managers said they are more likely to ask the opinion of those they physically work with rather than their remote colleagues. Also, 1 in 2 hybrid workers say the office works best for meeting new people, 49% for managing others, and 45% prefer it for collaborating. Overall, this study reveals that with the hybrid working model employee productivity either remains the same or increases.

According to a Gallup survey employees have new expectations for where and how they will work. Employees prefer to be in the office two to three days per week. The number of days hybrid employees come to the office varies by organization and team. It seems that 3 of 10 hybrid workers are on-site one day per week or less.

Data shows that the hybrid working model optimises employee engagement for many roles. Most employers already provide people with a flexible work style. For the future, companies need long-term hybrid strategies to support a flexible workplace culture and productivity.

Legal entanglement of remote or hybrid working arrangements

Overall, remote work improves employee happiness, reduces costs and boosts productivity for companies. However, it comes with new legal obligations for employers and employees as well as new types of compensation. This is because both parties may become subject to the employment, tax, and corporate laws of different states in which remote employees live or spend their workdays.

Since July 2023 the EU started to implement a new framework agreement for social security. This agreement states that employees working from home in another country up to 49.9 % of the time will maintain coverage under the social security system in the country of the employer. But, this legal framework doesn’t apply to self-employed remote workers and not all EU countries are signatories.

Skillsets for a positive remote working experience

Building strong communication and collaboration skills can help us overcome remote environment challenges. To thrive in a remote or hybrid work environment you need specific skills to manage a virtual environment. Also, focus and self-discipline are important personal traits to improve when working in remote settings. Research indicates that management skills particularly time management, and self-management, technological communication skills are needed in a remote role.

Overcoming work distractions is also important. Also, the same research shows that remote workers can be successful by replicating normal habits, personal routines and schedules they had when they worked on-site. Data indicate that 71% of participants said that they made a conscious effort to disconnect from work at the same time, they usually did including by physically unplugging work devices.

Communication skills and collaboration tools

Remote and hybrid work demand learning to use tools and adaptation to new workflows. Most organisations already have remote policies and procedures to manage channels of communication. The numerous technical issues that might arise with communication tools can be solved with the right digital skills. Learning to use collaboration tools, project management and communication platforms is important for remote or hybrid workplaces.

Communication maps can prioritize types of messages and these communication tools and channels for different purposes. Handling video calls, instant messages, and e-mails, and managing shared documents can be overwhelming. Setting clear expectations on electronic messaging and communication can avoid misunderstanding and encourage efficient communication and team engagement.

Remote work has changed in recent years and the hybrid model has taken over the preferences of employers. Despite the risk of isolation, remote and hybrid work models can help us thrive and positively impact work and life balance. Though remote work arrangements might not be suitable for all types of jobs and industries, most likely it will have a significant impact on the future of work.