The shift to a hybrid work model has created new challenges for employers, who must now accommodate remote and on-site employees.
According to Littler’s 10th Annual Employer Survey Report 2022, 86% of companies with remote workers or permanent remote work models cited maintaining company culture and employee engagement as their primary concerns.
Another critical challenge seems to be ensuring that remote and hybrid work flexibility is applied fairly, with 53% of respondents indicating that they are concerned about this. Many businesses are also concerned with communication and meeting efficiency (52%) and a decline in mentorship and professional growth opportunities (45%).
Other concerns included availability for in-person interactions with clients, customers, or third parties (40%) and scheduling obstacles with employees on-site on various days (28%). Only 2% of respondents did not have any concerns.
Return-to-Office Policies Do Not Equate to Lack of Options
Regarding returning to the office, 54% of survey respondents had already instituted return-to-office policies, 13% planned to return by August and another 13% planned to return at some point. This does not mean that work flexibility is a thing of the past, as it has become vital for talent acquisition and retention.
When asked to what extent their organization offered or considered offering remote work or other flexible solutions, 47% stated to a great extent, 37% said somewhat, 13% answered very little and only 3% said not at all.
These reactions are not surprising. According to a 2021 Ipsos survey, 30% of employees stated they would look for another job if they were forced to return to the office full time.
Group Disparities
According to a Future Forum Report, of the 10,737 knowledge workers surveyed, 78% wanted location flexibility while 95% wanted schedule flexibility. Interestingly, there seems to be some disparity between various groups.
For example, in the US, 86% of Hispanic/Latinx employees and 81% of Asian/Asian American and Black employees preferred hybrid or remote work models over 75% of white workers. Globally, 52% of women wanted to work mainly remotely, compared to 46% of men. Additionally, 37% of non-executives working remotely stated they would prefer to be in the office three or more days a week, compared to 75% of executives.
Such disparities could increase the risk of proximity biases, with 41% of executives stating that they are concerned over inequities developing between remote and in-office employees.
Copyright © 2022 Smarts Publishing. This is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional for appropriate advice.
About the Author
Share This Story
Related Blogs
Medicare Part D Creditable Coverage: What Employers Should Know Before Oct. 15
Each year, employers that sponsor group health plans with prescription drug coverage must determine whether that coverage is “creditable” or “non-creditable” and notify Medicare Part D–eligible individuals of the plan’s status. The annual notice must be provided before October 15, when Medicare’s annual enrollment period begins.
The 2026 Mental Health Access Crunch: Employers Turn to Direct-to-Provider Networks
Mental health access has become one of the most pressing benefits challenges of 2026. Employees seeking therapy or psychiatric care are facing wait times of six to twelve weeks in many regions. Demand for outpatient mental health services has climbed sharply, driven by higher stress levels, increased medical inflation, and expanded use of medications that require behavioral support. Traditional networks simply haven’t kept up.
Digital Physical Therapy: A Practical Tool for Reducing MSK Claims
Musculoskeletal (MSK) conditions remain one of the top drivers of medical claims. Back pain, joint issues, and repetitive motion injuries affect employees across industries. Traditional physical therapy works, but access varies widely and costs can escalate quickly.