Hybrid working is a form of flexible working where workers spend some of their time working remotely (usually, but not necessarily, from home) and some in the employer's workspace. 

Many organisations use hybrid working arrangements and research has consistently found that employees value and desire flexible work, including opportunities to work in a hybrid way.

Member tool: CIPD Buddy BETA
Experiment with AI to find answers on this topic with our prototype. Login to explore CIPD Buddy

Why hybrid?

If you feel that hybrid work is the correct strategic fit for your organisation, then there are several benefits that you can share with your teams and managers. 

How to plan hybrid working

There is no single way for an organisation to approach hybrid work, and its exact form varies from organisation to organisation. Below we outline the key steps for successful planning.

When implementing hybrid working make sure you consider any contractual changes.

Communication

Communication is critical to hybrid working success but also a potentially high-risk area.

Technology

Ensure that appropriate technology is supplied to support hybrid patterns and arrangements.

Equipment

Employers usually remain responsible for the health and safety of an employee working at home, so make sure that display screen equipment and risk assessments of home workstations are done.

Training and supporting managers

You should ensure that systems, training and development are in place to support managers to enable hybrid working in line with organisational aims.

Wellbeing

Hybrid working can support employee wellbeing through reducing commuting time, providing employees with more autonomy around their schedules and extra time for health and wellbeing activities.

Performance management

When employees are working remotely or more flexibly, their performance may be harder to observe and so assessment needs to focus on outcomes not presence.

Inclusion

Hybrid work has the potential to support inclusion and fairness by opening the labour market to employees who cannot work in traditional office-based roles. But, if poorly managed, it could also worsen existing inequalities and create new ‘in and out’ groups.

Related Content

CIPD Career Support Toolkits

Exclusive to CIPD members, explore our Career Support Toolkits to help you progress in your career and be the best you can be.

Guide
Sexual harassment in the workplace: Guidance for people professionals

Practical advice on how to tackle sexual harassment in the workplace

For Members

Latest guides

Image showing people in office
Guide
Supporting transgender and non-binary people at work: Guide for people professionals

How to support transgender and non-binary people at work, as part of a broader equality, diversity and inclusion policy

For Members
Guide
Sexual harassment in the workplace: Guidance for people professionals

Practical advice on how to tackle sexual harassment in the workplace

For Members
Guide
TUPE transfers: Guide for people professionals

A practical resource which aims to illustrate examples of a TUPE process

For Members
Guide
Agency workers: Understanding the law

Understand what employers need to do to manage agency workers within the law 

All guides