Only 10% of HR professionals reporting full compliance with office attendance policies

New research shows a significant increase in compulsory attendance for all or certain days, alongside an increase in clarification regarding work to be done on or off-site

Since the publication of the Code of Practice for Employers and Employees on the Right to Request Flexible and Remote Working under the Work Life Balance and Miscellaneous Provisions Act 2023, less than a quarter of companies have received applications for flexible or remote work, Ibec said.

Just 10% of Human Resource Professionals reported full compliance with on-site or hybrid work policies, a new survey by Ibec has found.

However, nearly half reported at least 50% compliance, with the factors driving these figures including flexibility in company policies, phased or gradual enforcement, devolution of arrangements to smaller teams and the challenge of capturing attendance in many organisations. 

Analysis from the report also show that the introduction of auto enrolment in September 2025, will have a significant impact on business operations next year.

Since the publication of the Code of Practice for Employers and Employees on the Right to Request Flexible and Remote Working under the Work Life Balance and Miscellaneous Provisions Act 2023, less than a quarter of companies have received applications for flexible or remote work, Ibec said.

The research also shows that between 2023 and 2024, there has been a significant increase in the implementation of compulsory attendance for all or certain days, alongside an increase in clarification regarding work to be done on or off-site. 

Similar to last year, attracting and retaining talent for fully on-site roles continues to be more challenging, with half stating that it is more difficult compared to hybrid and remote roles. 

When asked about plans to change office policies, 26% of companies with off-site workers are considering increasing on-site attendance, while the majority have no plans to do so.

“Research indicates that despite perceived tensions between employers and employees over returning to the office, we are still iterating to achieve the most effective hybrid and remote work solutions," said Maeve McElwee, Executive Director of Employer Relations at Ibec.

"While there is a growing trend toward increased in-person attendance when comparing 2023 to 2024, remote and hybrid options are still being offered where they benefit both employees and the company."

According to HR professionals, the top three developments having the greatest impact on organisations are the upcoming introduction of auto-enrolment, employee expectations around remote and hybrid working, and statutory sick pay. 

Although remote and hybrid working has been viewed as one of the most significant challenges in recent years, concern among HR professionals has notably declined, from 63% in 2023 to 47% in 2024. 

However, more than half of Ibec members expect the introduction of auto-enrolment in 2025 to have the greatest impact on their businesses going forward.