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Hybrid work arrangement blends traditional “in-office” work with “out-of-office” fully remote work or telework.
Back to Glossary
Hybrid work arrangement blends traditional “in-office” work with “out-of-office” fully remote work or telework.
This blended strategy provides employees the flexibility to combine days in the office with any other remote location (home, coffee shop, coworking place, etc.) with or without the use of ICTs.
The combination of working at the office and work from home can benefit both employees and employers but may also lead to various issues arising from both work environments.
The traditional understanding of working from home has been seen as a benefit for employees who could irregularly perform their work outside the workplace.
By asking employees to come into the office, the hybrid working arrangement also mitigates the following risks:
Overall, there is some evidence that the hybrid workplace leads to increased positivity, satisfaction with one’s job, commitment to work, and reduced chances of burnout.
Employers may allow employees to work from home three times per week. The main purpose is to provide safety, save office-related costs, and satisfy employees’ needs.
On the other hand, some employees still appreciate the opportunity to work from home but also need more personal contact with colleagues (easier communication or cooperation). In this case, renting a coworking place (a different place than home) is another option that employers have. Employees may work from an office or alternative coworking place two times a week. The main purpose is to allow employees to fulfill the need for social contact and run brainstorming meetings.
In both cases, the conditions of employment, such as regularity, place of work, working hours, and working time, need to be detailed in the employment contract.
Successful implementation and application of hybrid work arrangements require a thorough consideration of the operation (employee and workflow management), company culture, technological infrastructure that enables effective communication, employee well-being, and identification of any skills gaps that may have emerged due to the change in work processes. Each organization must design and develop a model specific to its needs, availability of technologies, and culture.
Several stakeholders have a role in transitioning a company into hybrid work:
Does hybrid work affect the work-life balance of employees?
Research suggests that hybrid work can positively impact work-life balance by providing employees with increased freedom and autonomy to choose their work time and space. This flexibility allows employees to balance multiple roles, such as family, personal, and career-related responsibilities.
What is the best hybrid work model?
Hybrid work benefits are generally thought to be the greatest in models that combine a mix of working from home/remotely at least 25% of the time, with working from a traditional workplace such as an office.
What are some of the positive outcomes associated with hybrid work for both employees and employers?
Hybrid work arrangements have been shown to lead to positive outcomes for both employees and employers. These include increased work-life balance, improved efficiency, enhanced workspace design, reduced operating costs, and improved safety measures.
This blended strategy provides employees the flexibility to combine days in the office with any other remote location (home, coffee shop, coworking place, etc.) with or without the use of ICTs.
The combination of working at the office and work from home can benefit both employees and employers but may also lead to various issues arising from both work environments.
The traditional understanding of working from home has been seen as a benefit for employees who could irregularly perform their work outside the workplace.
By asking employees to come into the office, the hybrid working arrangement also mitigates the following risks:
Overall, there is some evidence that the hybrid workplace leads to increased positivity, satisfaction with one’s job, commitment to work, and reduced chances of burnout.
Employers may allow employees to work from home three times per week. The main purpose is to provide safety, save office-related costs, and satisfy employees’ needs.
On the other hand, some employees still appreciate the opportunity to work from home but also need more personal contact with colleagues (easier communication or cooperation). In this case, renting a coworking place (a different place than home) is another option that employers have. Employees may work from an office or alternative coworking place two times a week. The main purpose is to allow employees to fulfill the need for social contact and run brainstorming meetings.
In both cases, the conditions of employment, such as regularity, place of work, working hours, and working time, need to be detailed in the employment contract.
Successful implementation and application of hybrid work arrangements require a thorough consideration of the operation (employee and workflow management), company culture, technological infrastructure that enables effective communication, employee well-being, and identification of any skills gaps that may have emerged due to the change in work processes. Each organization must design and develop a model specific to its needs, availability of technologies, and culture.
Several stakeholders have a role in transitioning a company into hybrid work:
Does hybrid work affect the work-life balance of employees?
Research suggests that hybrid work can positively impact work-life balance by providing employees with increased freedom and autonomy to choose their work time and space. This flexibility allows employees to balance multiple roles, such as family, personal, and career-related responsibilities.
What is the best hybrid work model?
Hybrid work benefits are generally thought to be the greatest in models that combine a mix of working from home/remotely at least 25% of the time, with working from a traditional workplace such as an office.
What are some of the positive outcomes associated with hybrid work for both employees and employers?
Hybrid work arrangements have been shown to lead to positive outcomes for both employees and employers. These include increased work-life balance, improved efficiency, enhanced workspace design, reduced operating costs, and improved safety measures.
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