The highly awaited resumption of work in London’s physical offices is currently underway, but it would be a mistake to assume that it entails a return to the conventional office-centric work culture. A hybrid work model has taken precedence, and its adoption marks a substantial paradigm shift in the world of work, establishing a “new normal” for certain sectors.

Research from King’s College London explores how perceptions of remote working have changed among employers in the wake of the pandemic, and whether this translates into changed intentions to offer it in the future.

How employers feel

The researchers interviewed 12 major employers based in London as well as utilizing a survey of London employees and desk-based research. The analysis came to a number of core conclusions.

Organizations are increasingly adopting hybrid working models, with evidence pointing towards a shift in norms that no longer support traditional office working. While a specific “new normal” or “steady state” cannot yet be posited, current evidence suggests that organizations prefer 2-3 days of hybrid working per week.

Employers now need to justify office working, with the onus shifting from employees having to justify remote working. However, employees and employers have contrasting perceptions of the benefits of office work, particularly in terms of its impact on well-being, productivity, and development.

An inevitable change

Managers largely accept the inevitability of this change and are developing strategies to mitigate the challenges of hybrid working, such as balancing equity and support with flexibility. A “one size fits all” policy approach is unlikely to be sufficient, and ongoing adjustment is inevitable.

While the shift to hybrid working is a structural change in the world of work, it does not signal the death of city-based working. In London, for instance, firms and employees are adjusting and adapting to hybrid working.

Footfall and mobility are expected to increase back to pre-pandemic levels, driven by a gradual increase in office occupancy and the return of tourism, leisure, retail, and other activities.

However, policymakers will need to respond to the long-term consequences of these changes, such as commuting patterns, public transport pricing and sustainability, housing markets, and patterns of land use.