A working pattern that divides the week between the employer's premises and working remotely, usually from home.
EU-OSHA, the European Union’s agency for safety and health at work, defines hybrid work as a combination of telework and work at the employer’s premises; the split varies widely, from one telework day a week to two or more. Using Eurofound’s survey classification, it counts a pattern as hybrid when telework takes from 10% to 90% of working time: below that is occasional telework, above it full-time telework. A hybrid role still has days on site.
In the United Kingdom, GOV.UK states that all employees have the legal right to request flexible working, including where they work, from their first day in a job, and that an employer can refuse for a good business reason. Before accepting a hybrid role, ask how many days on site it requires, whether they are fixed and whether the pattern is written into the contract or a policy.
In job listings
Hybrid work appears in head-office roles, such as finance, human resources, marketing, product and supply chain, and in some internships. Listings may state a minimum number of days on site each week, or a first period before home working begins. Boutique, workshop and hotel roles are mostly done on site. See current hybrid roles.
