Hybrid working has become a permanent feature for many global organizations, altering both employee expectations and employer strategies. JLL’s 2025 Workforce Preference Barometer surveyed 8,700 office workers across 31 countries in sectors including finance, technology, manufacturing, and public services, revealing a workplace in transition.
Structured hybrid policies are now widespread, with 66% of employees reporting that their organizations set clear on-site attendance expectations. While 72% view these policies positively, acceptance depends heavily on the overall office experience, from workplace design and amenities to managerial culture and learning opportunities.
Office Quality Drives Policy Compliance
Employees satisfied with their office environment report higher engagement and see the office as essential for teamwork and productivity. Half of these workers say office presence supports collaboration, 43% prefer in-office work, and 35% view hybrid policies as fair.
Conversely, dissatisfaction peaks when workplaces fail to deliver comfort, support, or a sense of value. For 40% of employees with negative perceptions, productivity suffers without flexibility, while 55% cite quality-of-life concerns.
Regional differences are notable: workers in the Middle East and APAC show stronger approval of hybrid policies, while compliance in Europe and the U.S. ranges from 74% to 85%, with some countries exceeding 90%.
Compliance is often linked less to office quality and more to tenure, seniority, or personal constraints, especially among older employees and public-sector staff. Younger employees, caregivers, and managers are more likely to selectively attend, leveraging flexibility despite high workplace perks.
Flexibility, Wellbeing, and Burnout Take Center Stage
Work-life balance now surpasses salary as the leading factor for employee retention, cited by 65% of workers globally, up from 59% in 2022. Flexible hours are a top priority, with 57% reporting they would improve quality of life, though only 49% currently have access.
Caregivers have more complex needs, including short-notice leave (42%), remote training (33%), and hybrid flexibility (43%).
Burnout presents a significant challenge, affecting nearly 40% of office workers globally and 57% of those considering leaving their employer. High-risk groups include managers, caregivers, and employees in tech and banking sectors.
Retention now hinges on addressing the full context of employees’ lives: recognition, emotional wellbeing, career development, and meaningful work experiences are central to sustaining engagement.
Designing the Office for the Future
Offices must offer a compelling reason to commute, combining high-quality spaces, personalized amenities, nutritious food, and social and networking opportunities. AI-enabled collaboration tools and flexible workspace management can further enhance the value of in-office time.
Employers are advised to tailor policies to life stage and personal circumstances, prioritize holistic wellbeing, train managers in emotional intelligence and remote leadership, and continuously adapt strategies based on feedback.
The findings suggest that successful workplaces in the hybrid era will go beyond benefits and policies, intentionally designing environments that meet employees’ evolving expectations while balancing cost and strategic outcomes.
