Hybrid working in Ireland is becoming more structured. Some employers are increasing mandatory office attendance, while others continue to use flexible working as an important recruitment and retention strategy.
This does not mean hybrid working is ending. Instead, Ireland is developing a more divided employment market in which jobseekers need to understand an employer’s working arrangements before accepting a role.
What Is Happening to Hybrid Working in Ireland?
Several large employers have introduced clearer return to office policies. AIB now advertises many hybrid roles on the basis of three office days per week. Bank of Ireland states that most of its hybrid positions require employees to attend the office for at least eight days each month.
Internationally, several prominent employers have also tightened their office attendance requirements. Paramount introduced a phased five day office requirement, NBCUniversal moved towards four days, and some TikTok teams have been directed towards full time office attendance.
However, the wider Irish employment market presents a more balanced picture. CIPD Ireland’s 2026 research found that 71 per cent of organisations had not changed their required office days. Twenty six per cent had increased their requirements or intended to do so. Dublin Chamber also found that 78 per cent of Dublin businesses operate some form of hybrid working. Fully remote jobs remain relatively uncommon, but hybrid working is firmly established across the Irish workforce.
The market is not simply returning to five days in the office. Employers are moving towards clearer and more formal hybrid working policies.
Where Employers and Employees Disagree
Many employers believe regular office attendance strengthens collaboration, workplace culture, professional development and informal learning. These considerations can be particularly relevant in client facing roles, graduate programmes, training intensive positions and regulated environments.
Employees, however, often place greater emphasis on commuting costs, caring responsibilities, wellbeing, productivity and control over their working week. Stricter attendance requirements may also affect retention, particularly where employees feel that the additional time and expense are not balanced by higher pay, stronger career progression or greater flexibility.
Neither position can be dismissed. The central issue is whether the policy suits the role, applies consistently and has been clearly communicated to candidates. Office attendance should also serve a clear purpose. Requiring employees to commute to an office only to spend the day in virtual meetings may deliver little practical benefit.
Flexible Working Remains an Important Talent Strategy
Flexible working is no longer simply an employee benefit. It has become an important recruitment and retention strategy. CIPD Ireland’s 2026 report found that 80 per cent of organisations viewed flexible working as a high impact recruitment and retention tool. The report also found that 92 per cent believed flexible working improved employee retention, while 88 per cent believed it supported employee wellbeing. Grow Remote has reported that 65 per cent of Ireland’s Best Workplaces operate hybrid or remote first working models.
For employers, office policy directly affects the size and composition of the available talent pool. A business requiring four or five office days may still attract excellent candidates. However, it will need a strong employee proposition, including competitive pay, clear progression, good leadership, meaningful development opportunities or flexibility around working hours.
Employers offering greater location flexibility may access candidates across a wider geographical area. This includes experienced professionals who cannot reasonably commute to Dublin, Cork, Limerick, Galway or another employment centre several times each week.
What Hybrid Working Policies Mean for Jobseekers
Candidates should assess an employer’s office policy before reaching the final stages of an interview process. A job advertisement describing a role as “hybrid” does not provide enough information. Hybrid working could mean one office day per month, two days each week or four fixed days with limited discretion.
Before progressing with an opportunity, ask:
- How many office days are currently required?
- Are those days fixed or chosen by the employee?
- Does the policy differ between teams or managers?
- Has the policy changed during the past year?
- Is another change currently being considered?
- Is the arrangement included in the employment contract?
- Are exceptions available for caring responsibilities, disability or other individual circumstances?
These questions do not indicate a lack of commitment. They form part of properly assessing whether a job, employer and working arrangement suit your circumstances.
Assess the Complete Employment Proposition
For some candidates, flexibility will be the priority. For others, salary, progression, leadership exposure or access to major projects will carry more weight. Consider the practical effect of each arrangement on your normal week, including commuting time, transport costs, childcare, caring responsibilities, productivity, collaboration and access to senior decision makers.
Do not assume that the most flexible job is automatically the best opportunity. A role with more office attendance may offer better training, stronger progression or access to valuable projects. Equally, do not assume that attending the office more frequently will automatically improve your career prospects.
Compare the complete employment proposition, including salary, benefits, leadership, development, location, flexibility and long term career potential.
Can an Employer Require You to Return to the Office in Ireland?
There is no automatic legal right to work remotely in Ireland.
The Work Life Balance and Miscellaneous Provisions Act 2023 gives employees a right to request remote working. Employers must consider qualifying requests in accordance with the legislation and the Workplace Relations Commission Code of Practice.
However, employers do not have to approve every request.
Whether an employer can change an existing arrangement may depend on the employment contract, the stated place of work, any formal remote working agreement, company policies and the circumstances in which the arrangement was introduced.
Employment equality obligations may also apply, particularly where disability, reasonable accommodation or another protected ground is involved.
Anyone involved in an individual employment dispute should seek advice from a qualified Irish employment solicitor or appropriate representative. This article provides general information only and does not constitute legal advice.
How Red Chair Recruitment Can Help
Hybrid working arrangements can be difficult to assess from a job advertisement alone.
Red Chair Recruitment discusses office attendance, remote working and flexibility with employers and candidates from the beginning of the recruitment process. Based in Killarney and recruiting across Ireland, we take the time to understand what matters to each candidate, whether that is flexibility, salary, location, progression or a combination of factors.
Our objective is not simply to match your experience with a job description. We aim to identify opportunities where the role, employer and working arrangement align with your career goals and personal circumstances.
Submit your CV to Red Chair Recruitment and speak with our team about your next career move.
Frequently Asked Questions
Is hybrid working still common in Ireland?
Yes. Hybrid working remains firmly established, although the number of required office days varies significantly between employers.
What does a hybrid job mean?
A hybrid job combines office based and remote work. The exact arrangement depends on the employer’s policy.
Do employees have a right to work from home in Ireland?
Employees have a right to request remote working, but they do not have an automatic right to have that request approved.
Can an employer change a hybrid working policy?
An employer may be able to change its policy, depending on the employment contract, formal agreements and the circumstances of the arrangement.
What should I ask before accepting a hybrid job?
Ask about required office days, location, flexibility, contractual terms and whether the employer expects the policy to change.