Hybrid Working, Wellbeing, and the New Employee Deal

By 2023, hybrid working had become a permanent feature of many UK workplaces, yet organisations were still refining how to make it fair, inclusive, and productive. HR teams faced the challenge of balancing business needs with employee desires for autonomy, flexibility, and trust. The result was a shift from ad hoc arrangements to a more intentional, policy-driven approach that recognises people as whole individuals with varying priorities, responsibilities, and working styles.

Lessons learned from early hybrid working models

The first wave of hybrid working revealed both opportunities and pitfalls. On the upside, employees gained greater control over when and where they work, contributing to improved morale and potential productivity gains. On the downside, disparities emerged in visibility, collaboration, and access to development opportunities for remote workers. Organisations began codifying lessons into practice: clear guidelines on core hours, transparent performance expectations, and structured check-ins to maintain alignment across dispersed teams. A growing body of evidence suggested that success hinges on consistent communication, strong leadership, and deliberate team rituals that preserve a sense of belonging irrespective of location. These insights have informed more resilient operating models across sectors.

Integrating wellbeing into policies, leadership behaviours, and manager training

Wellbeing remained a central concern as cost-of-living pressures intensified and workloads grew. The concept of an employee deal emerged: a holistic agreement that weaves wellbeing, flexibility, and purpose into daily work life, rather than treating perks as separate add-ons. HR and leadership teams began embedding wellbeing into policy design, from sustainable workloads and flexible scheduling to access to mental health resources and supportive return-to-work pathways. Manager behaviours became a focal point of training, emphasising empathetic communication, proactive workload management, and early identification of burnout risks. When wellbeing is systematically integrated, engagement and retention tend to rise, while burnout-related absence falls.

Using technology thoughtfully to support, not overwhelm, employees

Technology is a powerful enabler of hybrid work but requires careful stewardship. HR leaders are increasingly mindful of digital fatigue, information overload, and data privacy concerns. The goal is to deploy tools that enhance collaboration, streamline workflows, and provide meaningful insights into employee experience without creating surveillance or pressure. Practices include adopting asynchronous communication norms, prioritising user-friendly platforms, and ensuring employees have autonomy over their digital footprint. By balancing efficiency with privacy and empathy, organisations can maintain productivity while safeguarding wellbeing.

Practical steps for organisations

Define a clear hybrid policy: specify expectations for in-office days, remote work, and core collaboration windows.

Invest in manager development: train leaders to spot wellbeing risks, facilitate inclusive meetings, and support flexible workflows.

Prioritise employee voice: use surveys, focus groups, and forums to continuously refine policies and address concerns.

Implement accountable flexibility: measure outcomes and impact rather than presence, and adjust workloads accordingly.

Leverage technology with care: choose tools that enhance connection and clarity while protecting privacy and reducing fatigue.

The value of an authentic employee deal

A well-crafted employee deal signals an organisation’s commitment to people as essential assets. It aligns wellbeing, flexibility, and purpose with performance, ensuring employees feel valued and empowered to contribute. When implemented thoughtfully, hybrid work becomes a strategic advantage rather than a compromise, helping attract talent, support diverse working patterns, and sustain momentum during periods of change.

Looking ahead

As hybrids stabilise, the focus will shift toward sustaining trust, inclusivity, and capability at scale. HR will continue to champion policies that adapt to evolving work expectations, support mental health, and foster leadership behaviours that model resilience and collaboration. The most successful organisations will treat the employee deal as an evolving contract—one that grows with the business and the people who drive it.