The HR Challenge: Are We Being Pressured to Abandon Remote Work? | Consensus HR in Herts & Beds

The HR Challenge: Are We Being Pressured to Abandon Remote Work?

By Matthew Chilcott, Owner, Consensus HR
Award-winning HR consultancy – Home Counties

Introduction:

The working landscape has changed dramatically in recent years. Pre-Covid, office-based work was the norm. Remote working was the exception. Fast forward to 2025, and employee expectations have shifted significantly — with hybrid and homeworking models being actively sought by jobseekers. However, pressure is mounting across some industries to return to pre-pandemic office-based routines, sparking complex HR implications.

“Hybrid working isn’t just a perk anymore — it’s a core part of many people’s working identity,” says Matthew Chilcott, Owner of Consensus HR. “Employers must consider how they respond to these evolving expectations while staying compliant with UK Employment Law and protecting their workplace culture.”

The Evolution of Remote and Hybrid Working:

Remote working exploded during the pandemic out of necessity, not preference. Yet post-lockdown, many businesses continued to embrace flexibility. Hybrid working models — a blend of in-office and home-based work — became a new standard. Employees valued the improved work-life balance, reduced commuting time, and autonomy over their schedules.

However, a growing number of employers are pulling back. Companies like Google, Zoom, and Amazon are requiring more office presence, with some even tying office attendance to performance reviews.

HR Considerations When Recalling Staff to the Office:

From an HR perspective, a return-to-office policy isn’t as simple as issuing a memo. It’s about contractual obligations, employee wellbeing, and workplace diversity and inclusion.

“If remote work is written into employment contracts or was agreed as a permanent change, a business cannot just reverse this overnight,” warns Matthew Chilcott. “A formal consultation process is required, and failure to do so can result in claims for constructive dismissal or even discrimination.”

Equality, Diversity and Mental Health:

For some, homeworking isn’t just about preference — it’s about necessity. Those with disabilities, caregiving responsibilities, or mental health needs may find office-based work a barrier. This is where reasonable adjustments, mental health awareness, and Equality Act 2010 compliance come into play.

Remote Work Still Offers Key Business Benefits:

While some businesses are refocusing on office-based work, others are continuing to benefit from remote models, including increased productivity, reduced costs, and improved recruitment and retention. Many employees still cite benefits such as avoiding commutes, saving on expenses, and better managing personal commitments.

Strategic HR Guidance from Consensus HR:

Consensus HR works with businesses across the Home Counties and beyond to manage change with fairness and compliance. Whether you’re introducing a hybrid working policy, navigating employee grievances, or implementing a consultation on contractual changes, our team ensures you remain compliant and commercially focused.

Final Thoughts from Matthew Chilcott:

“Workplaces have evolved, and Business Owner, Managers & HR must evolve with them. There’s nothing wrong with asking staff to return to the office, but it must be approached strategically. The key is communication, flexibility, and ensuring that decisions are not just legally compliant but human-focused too.”

Contact:

Let Consensus HR Help You Find the Balance

📞 Contact us for a no-obligation consultation – 01438 576750
🌐 www.consensushr.com
📧 [email protected]
📍 Serving Hertfordshire, Bedfordshire, Cambridgeshire, and surrounding areas

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