Will hybrid working cost you a promotion?

Could choosing hybrid working ruin your chances of getting a promotion?

As more companies call for employees to return to the office, research suggests that employees who choose to split their time between home and the workplace might face an uphill battle when it comes to promotions.

Hybrid working continues to be a preference

Flexible working is far from a new concept. The hybrid working trend first started to pick up in the early 2000s, when home internet connections were reliable enough for employees to work from home.

However, it quickly gained widespread adoption following the COVID-19 pandemic, where companies were forced to introduce remote working. This has led to a lasting change in how businesses operate, with many embracing a mix of in-office and remote work as a permanent fixture of their workplace policies.

Since then, hybrid policies have become a favourite, with 41% of UK employees embracing this model. Moreover, 36% claim they feel more productive while working from home.

Employers are basing promotions on physical presence

Whilst employees are happy with the change and have seen the benefits of hybrid working, some employers have been less receptive.

A study by Robert Half’s 2025 Salary Guide reported that more than two-thirds (68%) of UK-based employers believe that an employee’s physical presence in the office significantly impacts their chance of a promotion. Businesses based in other European countries, including Germany (69%), the Netherlands (68%) and France (62%) also follow the same sentiment.

However, the same research also revealed that 73% of employees feel they are more productive when working in a hybrid model. Business leaders have also indicated that they’re struggling to offer staff better work-life balance while improving employee productivity.

“Employers are clearly placing growing value on staff being physically present in the office and our data suggests that career progression could be hindered for those who wish to continue with hybrid setups,” Chris Lawson, Vice President of Permanent Places UK & Ireland at Robert Half commented.

“If workers are made to feel that they are unable to progress because they aren’t in the office every day, they will simply move on. And more often than not, it will be the best performers or most in-demand professionals who will jump ship first – something that employers today simply can’t afford.”

Lawson added that companies should make meaningful working arrangements to help build a good company culture, manage a diverse workforce and attract the best talent.

The bottom line, according to Lawson, is that “If people are more productive at home, they shouldn’t have limited career progression opportunities, inadvertently or not.”

RTO mandates can negatively impact productivity, research finds

Research by Skillshub revealed that RTO mandates have negatively impacted certain employees, most notably women. Around 12.5% of female staff surveyed reported that office environments had decreased their productivity levels, while 13.5% of men reported the opposite effect. 

Further research also reported that hybrid workers are sceptical about RTO mandates, with just 44% agreeing that it makes them more productive. On the other hand, 87% of workers believed “unofficial” and more flexible RTO policies – where they aren’t expected in the office for a full week or even a full work day – significantly improve morale. Even with an official RTO mandate, 70% of managers have allowed staff to work from home.

Frank Weishaupt, CEO of Owl Labs, said: “At face value, it may seem contradictory for managers to push for RTO mandates while also allowing employees to work remotely when it suits them.

“However, it shows that despite managers valuing face-to-face interactions with their employees, they don’t want to dictate their work schedule. Managers need to trust their team so that employees can work where they do best.

“It’s clear that RTO mandates only bolster productivity and morale when employees are given the flexibility to be in the office when it makes sense for them. They should not be used to simply track individual work habits.”

While hybrid working remains a popular choice for employees, it could come at the cost of career advancement. With businesses beginning to prioritise physical presence in the office when considering promotions, a disconnect between employee preferences and employer expectations is emerging.

As organisations try to walk the tightrope of productivity and employee wellbeing, rigid RTO mandates are likely to undermine both morale and long term retention.