Hybrid working patterns are now established across much of Britain’s workforce, but inequalities remain, with low-paid and lower-skilled workers disproportionately excluded, according to new findings from the Office for National Statistics (ONS).
Between January and March 2025, around 28% of working adults in Britain regularly adopted hybrid work arrangements, dividing their time between home and the office.
But the ONS has uncovered significant disparities, revealing that access is heavily dependent on occupation, earnings, qualifications and geography, leaving a substantial proportion of the workforce without this newfound flexibility.
High Earners and Professionals Benefit Most
Hybrid working continues to favour higher earners and professionals. ONS figures show that 45% of those earning over £50,000 annually worked in hybrid roles, compared with only 8% of workers earning less than £20,000.
Educational attainment further amplifies this gap. Employees with degrees or equivalent qualifications are ten times more likely to hybrid work (41%) than those without formal qualifications (4%).
Additionally, certain sectors inherently offer more flexibility. Nearly half of managers, directors and professionals now regularly split their time between home and the office, while those in occupations like retail, hospitality, and construction rarely enjoy similar options.
Regional and Demographic Divides
Geography plays a crucial role, with workers in affluent areas having greater access to hybrid arrangements. Approximately 32% of employees in the least deprived areas hybrid work, compared to only 24% in the most deprived regions. These regional variations reflect broader socioeconomic disparities, including fewer job opportunities in sectors conducive to flexible arrangements.
Age is another defining factor. The ONS data shows that employees aged 30 to 49 are most likely to hybrid work (36%), whereas younger workers (16–29) and older workers (50–69) are notably less likely, at 19% and 24% respectively.
Disabled employees are also at a disadvantage. Just 24% of disabled workers regularly hybrid work, compared with 29% of their non-disabled colleagues. This reflects the broader issue of disabled workers often occupying roles with less inherent flexibility.
Personal and Professional Benefits of Hybrid Working
Despite the inequalities, hybrid working remains broadly popular due to significant wellbeing benefits. Employees working from home part of the week save an average of 56 minutes daily by avoiding commutes, according to the ONS’ National Opinions and Lifestyle Survey. This time is typically reinvested in sleep (24 extra minutes), rest or exercise (15 extra minutes), promoting improved physical and mental health.
“New research has revealed that more workers are hybrid working, and with many businesses re-examining their work from home and hybrid offerings, it’s important to examine the pros and cons properly,” said Chris Britton, people experience director at employee engagement platform Reward Gateway.
“One major silver lining to have come out of the pandemic for many was a better work-life balance as a result of flexible working, allowing people more time to do housework, socialise or even just relax. Furthermore, hybrid working patterns have now become the new normal, with the vast majority of the UK workforce benefitting from the flexibility this allows.”
But Britton warned against blanket hybrid policies, stressing individual needs vary greatly. “Flexible working is not for everyone, and the need to come into the office varies not only between individuals but also sectors. Employees’ individual needs are unique to them. While one person might benefit from five days in the office from 9-5, others might prefer to only go in once or twice, benefitting from the flexibility of work-from-home days by being able to do the school run or go to the gym.”
Britton concluded with advice to businesses contemplating hybrid work approaches: “While I am not against any progress that can be made to modify our working patterns, it’s vital businesses assess all options before jumping on the bandwagon. There are smarter approaches that can afford more personalised flexibility and allow for better productivity, and therefore better business outcomes.”
A Call to Action for Employers and Policymakers
The ONS data reveals not just a widespread adoption of hybrid working but a critical challenge for employers and policymakers: how to ensure these flexible benefits extend beyond the highest-paid, most-qualified segments of the workforce.
Businesses aiming to create inclusive workplaces should consider targeted measures, such as extending flexibility to roles traditionally excluded, providing enhanced support to disabled employees and designing workplace policies that accommodate a broader range of occupational and individual needs.
Ultimately, addressing these inequalities can unlock significant benefits not only for employee wellbeing but also for organisational productivity and overall workplace morale.