The Workers Union has consistently tracked the mood of UK workers on the great work debate of home vs office. Now, new research from the Global Institute for Women’s Leadership at King’s College London (KCL) has provided the clearest evidence yet that full-time office mandates remain deeply unpopular across the British workforce, with the majority resisting enforced changes.
Less than half (42%) of UK office workers say they would comply with a five-day-a-week return-to-office (RTO) policy, down significantly from 54% in 2022 as workers vote with their feet. These findings, based on 50,000 responses analysed from the Survey of Working Arrangements and Attitudes UK, and cross-referenced with data from the Office for National Statistics’ Labour Force Survey, paint a stark picture of mounting discontent.
This is not the first time we’ve highlighted this sentiment. The Workers Union has consistently drawn attention to the widening gap between what employers expect and what employees are willing to accept with many workers wanting flexibility over financial incentives. Despite calls from high-profile business figures heralding a so-called “great return,” the reality on the ground is clear: UK workers are drawing a line.
Hybrid habits are here to stay
The average number of permitted work-from-home days has crept up — from less than one day per week in 2022 to approximately 1.3 days in 2024. This reflects a market reality that many employers are reluctant to acknowledge. While there has been a shift away from remote working the reduced availability of full remote working compared to the pandemic years, workers continue to value — and fight for — flexibility.
Around 50% of workers surveyed said they would consider leaving their job for one offering hybrid or remote options if a full-time office mandate were introduced. This as the UK emerged as the work from home capitol of Europe back in 2023. Alarmingly for employers, 10% stated they would quit immediately, a figure that has doubled since 2022.
Women and parents hardest hit
The impact of these mandates is not uniform across the workforce. Women, particularly those with caregiving responsibilities, are far more likely to reject full-time office requirements. 64% of women said they would either resign or look for a new role if a rigid office mandate was enforced — compared to 51% of men.
Mothers of young children were among the least likely to comply, with only one-third saying they would accept a full-time RTO policy. Meanwhile, fathers of school-age children are also increasingly pushing back, with 53% saying they would seek alternative employment if flexibility was withdrawn — a notable rise from 38% in 2022.
This disparity has raised serious concerns about a “two-tier workforce,” where inflexible policies risk excluding parents and carers from equal opportunities, reinforcing old inequalities in the labour market.
Diversity, inclusion and job insecurity
Interestingly, the report found that Black and minority ethnic workers were more likely to comply with full-time RTO mandates, a trend researchers linked to higher levels of job insecurity within these communities. This further reinforces the call for policy makers and employers to consider how blanket rules may inadvertently exacerbate inequalities across the workforce especially with the introduction of the UK employment rights bill and what it means for workers and businesses.
Heejung Chung, Professor of Work and Employment at KCL, warned that poorly designed RTO mandates could undermine progress on gender equality and inclusion. “Managers need to understand and adapt to this new reality,” she said. “flexible working is no longer a perk — it’s the norm.”
Chung highlighted a growing body of evidence that supports the case for remote and hybrid working. “Flexible workers tend to work longer, harder, and show greater loyalty to their employer. Businesses must formalise hybrid working and invest in remote collaboration infrastructure.”
The business response: signals of resistance
Despite these warnings, several businesses remain committed to stricter office policies. Amazon called all workers back into the office recently and informed senior staff they must return to the office full-time. Meanwhile, business figures such as Alan Sugar and Stuart Rose continue to voice support for traditional workplace structures.
However, legal experts advise caution. Charlotte Sloan, legal director at law firm Birketts, said that changing hybrid arrangements without due process could lead to legal challenges. “Simply imposing new expectations may breach contract terms and could expose employers to claims of unfair dismissal.”
She added that a more constructive approach would be to focus on creating welcoming office spaces, building opportunities for collaboration, and rewarding in-person attendance through career incentives, rather than punishments.
Out of step with the modern workforce
The consistent message from this research is clear: the UK’s working population, particularly office-based employees, have recalibrated their expectations. They are no longer willing to accept rigid mandates that overlook the realities of modern life. Flexibility is not a demand; it is an expectation — deeply ingrained after years of changed habits and proof that productivity can thrive outside the confines of a physical office.
The Workers Union Says…
“With the perceived decline of the work from home era, employers that fail to adapt may soon find themselves struggling to attract and retain talent. The cost of ignoring worker sentiment could be a high rate of attrition, especially among women and parents — groups already underrepresented in senior roles. It is not just about location. It’s about trust, autonomy, and a recognition that the workplace of the future is already here.”
