Shaping the future of work: Inside Europe’s hybrid work strategies
Published: 17 June 2025
As ‘return-to-office’ mandates continue to fuel debate about the future of work(opens in new tab)This link opens in a new tab, the concept of a hybrid workplace – once a stopgap in the pandemic – has become a permanent feature of many organisations. But while the term ‘hybrid work’ is now well known, how it is implemented in practice, and what it means for job quality and organisational performance, remains anything but uniform.
Eurofound’s research identifies five primary drivers behind the continued adoption of hybrid models:
Labour market competitiveness: With talent increasingly difficult to attract and retain, especially in tech and knowledge sectors, offering hybrid work has become a key differentiator. Several organisations report using it as part of a deliberate strategy to appeal to younger professionals and skilled workers prioritising work–life balance.
Digital transformation: In many cases, hybrid work is both a consequence and an enabler of broader digitalisation efforts. Investments in collaborative platforms and cloud-based tools have made remote collaboration more feasible and efficient.
Cost efficiency: Downsizing office space and reducing overheads are tangible benefits. The reorganisation of office spaces (for example, desk-sharing schemes) can lead to savings.
Employee engagement: Improved motivation, job satisfaction were reported as outcomes of well-managed hybrid models.
Sustainability goals: Fewer commutes translate into reduced carbon emissions – a metric increasingly relevant for ESG-conscious organisations.
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