Leading Hybrid Teams in the UK: The Data, the Law and What Changes in 2027
28% of working adults in Great Britain were hybrid working in autumn 2024, rising to 45% of managers and directors. From 2027 employers will only be able to refuse flexible working requests where refusal is reasonable.
By Entrepreneur Group · Published · Updated
Editor's note: updated on 27 October 2026 with the confirmed timetable for flexible working reforms.
Hybrid working is a normal part of UK working life, especially for senior and professional staff. In autumn 2024, 28% of working adults in Great Britain were hybrid working, according to the Office for National Statistics. Among managers, directors and senior officials the figure was 45%.
The legal framework is also changing. From 2027, under the Employment Rights Act 2025, employers will only be able to refuse a flexible working request where refusal is reasonable, and they will have to follow set steps before saying no.
Who works hybrid
From the ONS's analysis, using data from April to June 2024 unless stated:
- Overall: 28% of working adults (October 2024).
- By age: 29% of workers aged 30 and over, against 19% of those aged 16 to 29.
- By job: 45% of managers, directors and senior officials, but only 3% in elementary jobs and 3% in caring, leisure and other services.
- By qualification: 42% of those with a degree, against 4% of those with no qualifications.
- Parents: 35% of working parents, against 24% of non-parents.
In short, hybrid working is concentrated in office-based, higher-skilled roles. Many jobs simply cannot be done from home.
What changes in law
Employees already have the right to ask for flexible working, and employers must decide within two months. Under the Employment Rights Act, Trowers & Hamlins reports that from autumn 2027:
- an employer can refuse only where refusal is reasonable;
- a refusal must name one of the eight existing business grounds and explain why refusal is reasonable on that ground;
- before refusing, the employer must hold a meeting within the two-month period, explain its concerns, and consider feasible alternatives;
- the outcome must be recorded and confirmed in writing.
Acas says the government has not yet announced the exact date in 2027. Acas is consulting on a draft Code of Practice on flexible working requests until 17 December 2026. Tribunals will decide how the reasonableness test works in practice.
Leading a hybrid team well
This section is editorial guidance, not legal advice.
- Decide what needs to be together. Some work, such as onboarding, planning and complex problem-solving, benefits from being in the same room. Other work can be done anywhere. Design your pattern around tasks, not a fixed number of days.
- Write things down. Record decisions, priorities and who owns what. Written records reduce dependence on whoever was in the meeting.
- Be clear on availability. Agree core hours, response times and how people should flag urgent issues.
- Manage by outcomes. Judge performance on results, with regular one-to-ones, rather than on visibility in the office.
- Treat requests fairly. Start applying a reasonableness approach to flexible working requests now. Meet the employee, consider alternatives and keep written records.
- Ask your team. Run a short survey or discussion every few months about what is and is not working, and adjust.
Frequently asked questions
How many people in the UK work hybrid?
28% of working adults in Great Britain were hybrid working in autumn 2024, according to the ONS. Managers and directors were the most likely, at 45%.
Can my employer refuse flexible working?
Yes, currently on one of eight business grounds. From 2027, under the Employment Rights Act 2025, a refusal must also be reasonable and follow a set process including a meeting.
When do the flexible working changes come into force?
The new flexible working rules under the Employment Rights Act 2025 are due in 2027. Law firm Trowers & Hamlins expects autumn 2027, but Acas says the exact date has not been announced.
Sources
- ONS: Who are the hybrid workers? (11 November 2024) (reviewed 27 October 2026)
- Trowers & Hamlins: Flexible working update, prepare for autumn 2027 (October 2026) (reviewed 27 October 2026)
- Acas: Employment Rights Act 2025 (reviewed 27 October 2026)