Research Project: Changes to Remote & Hybrid Work Arrangements
Is the Remote Work Pendulum Swinging Again?
Remote and hybrid work arrangements continue to receive significant attention across Canada. Over the past year, a number of large employers including five major Canadian banks and the Government of Canada have taken initiatives to increase on-site attendance. Provincial governments such as Ontario and Alberta have also signaled more stringent return-to-office expectations.
At the same time, approaches remain uneven. For example, the British Columbia government has continues to support flexible and hybrid arrangements where appropriate.
These developments raise an important question: to what extent are high profile return-to-office decisions influencing broader employer practices?
To better understand this, WCBC conducted a survey of 312 Canadian employers across various sectors, organization sizes and industries. The objective was to assess:
- the current prevalence and structure of remote and hybrid work arrangements;
- whether and how employers have changed their approach over the past 12 months
- the factors influencing organizational decisions; and
- the observed and anticipated impacts on employees and the workplace.
The findings provide a snapshot of how employers are navigating remote and hybrid work in practice, including areas of alignment and divergence across the market.
Here are some of the highlights:
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- Remote and hybrid work are standard practice
Nearly all employers (95%) offer some form of remote or hybrid work, with little variation by sector, organization size or industry. - Hybrid work is the dominant model
While hybrid arrangements are widely used, organizations apply different approaches, particularly regarding minimum on-site requirements and eligibility. - Employers are moving toward increased structure and on-site presence
Among those making changes, the most common actions are increasing required on-site attendance and tightening eligibility, particularly among larger organizations. - Changes are recent and still evolving
Most increases in on-site requirements occurred within the past 12 months, with many employers indicating it is still too early to fully assess impacts.
- Remote and hybrid work are standard practice
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- Employee resistance is common
Most employers report some level of resistance to increased on-site requirements. While improved collaboration is frequently cited, this is often accompanied by increased dissatisfaction and potential retention risk. - Leadership and talent considerations are central drivers
Collaboration, attraction and retention, and leadership preference are the primary factors shaping remote and hybrid work policies. - Remote work remains important for talent outcomes
A strong majority of employers view remote or hybrid work as important for both attraction and retention, reinforcing its ongoing relevance. - Remote and hybrid work are expected to persist long term but with greater structure
Most employers expect these arrangements to remain part of their workforce strategy, though often with clearer expectations and increased oversight.
- Employee resistance is common
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Why Participate in Future Research?
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