The last few years have seen huge changes to the way we work. We’ve seen a rise in hybrid and remote working, the uptake of AI in hiring and data management, and a range of new labour laws aimed at boosting worker rights. We’ve also changed the way we think about work — with more people prioritising their health and happiness over traditional career progression.
In 2025, we’re set to see even more changes. Not only are legal reforms on the horizon in the UK, we’re also seeing larger companies introduce return-to-office policies — at the risk of alienating talent. So what trends can we expect to see emerging over the next year, and how will they affect our work?
The battle for remote work
Over the past few months, major companies such as Starbucks (SBUX), Disney (DIS), Apple (AAPL) and Amazon (AMZN) have announced new policies mandating their employees to cut back on working from home and return to their offices for as much as five days a week.
Unsurprisingly, the moves were met with backlash from employees who went on strike, sent public letters to employees, and even quit. Return-to-office mandates have also led to "hushed hybrid" working, where employees can work from home despite an official company policy mandating otherwise.
But while some organisations are backtracking on flexible working, many are still focusing on flexibility. According to the 2023 Flexible Jobs Index by Timewise, 31% of job adverts overtly offer flexible working, up from 15% in 2019.
“Remote work will still be key for many employers next year, particularly with the introduction of the Employment Rights Bill which gives employees the right to flexible working from day one,” says Tom Cornell, an organisational psychologist at HireVue.
“Employers must build flexible working arrangements, including options to work remotely, into their recruitment and talent strategies from the outset.”
Emily Maguire, career and business consultant at Reflections Career Coaching, adds: “As we move into 2025, we can expect companies to move to more hybrid models of working and less fully remote work, whereby employees will work from both home and the office.”
We’ve changed the way we think about work — with more people prioritising their health and happiness over traditional career progression. ·Hiraman via Getty Images
More AI intervention in hiring
Around three in 10 UK employers are implementing AI in their recruitment process. As of mid 2023, 16% of businesses were using some form of the technology for hiring, cybersecurity or streamlining other processes. According to Alastair Brown, chief technology officer at BrightHR, a widespread uptake of AI is on the cards.
“AI is still underutilised by businesses across the globe, primarily due to a lack of understanding about how it can be adopted ethically and purposefully,” says Brown. “In 2025, we are likely to see this change as governmental regulation of AI strengthens, especially in the UK, which will help define the parameters for the fair and ethical use of AI in the workplace.”
Next year could be the year that we see the end of the "AI wild west" that companies have been operating in so far. “More businesses will recognise the need to create clear policies on the use of AI and lay out guidelines for how it can be adopted purposefully and successfully in the workplace,” he says.
Emphasis on human skills
Although more companies will use AI, many are trying to find the right balance between automation and human interaction.
“The increased use of AI will also place more emphasis on hiring workers with socioeconomic skills such as empathy — especially for tasks that require a personal touch, such as building strong relationships,” says Maguire.
Curiosity, adaptability and resilience will also be key, she adds. “Workers who excel in these skills will be keen problem solvers, able to think creatively, adapt to workplace technology advancements, and upskill to stay relevant in the changing job market,” says Maguire.
Stronger workplace rights
Next year is set to be a big year for employment law. Under the Labour government, there have already been significant changes to employment and equality legislation, most notably the upcoming Employment Rights Bill and the Equality (Race and Disability) Bill.
“Under new legislation — likely to come into force by 2025 — employees could have the right to request flexible working from day one of employment. Employers must provide a response faster than the current three-month timeframe,” says Rachel Lewandowska, managing director at Avant Garde London. “New rules promoting gender pay gap reporting and greater pay transparency across roles may be introduced, especially for larger companies.”
Palmer adds that there will be greater protections against unfair dismissal and a possible ban on zero-hour contracts. “Also, a new entitlement to statutory neonatal care leave will be introduced in April 2025, which will allow parents to extend their maternity and paternity leave if their baby needs to receive neonatal care,” she says.
The increased use of AI will place more emphasis on hiring workers with socioeconomic skills such as empathy. ·Morsa Images via Getty Images
Right to disconnect
It’s easy for the pressures of work to spill over into non-work life, especially for home-workers. In recognition of this, lawmakers in Spain and France have given workers the legal right to disconnect from work. Essentially, this means employees can leave their work at work — without emails, phone calls and messages bothering them outside of their allocated working hours.
“Employers should keep an eye on the right to disconnect, which may see some development in the UK in 2025,” says Palmer. “It’s not been included in the Employment Rights Bill because no actual law on it will be introduced. Instead, a statutory code of practice will be put in place which places expectations on employers to manage it correctly.”
Non-traditional benefits
We’re also likely to see an increased focus on employee health, which includes better mental health resources. As part of this "wellbeing" drive, employers may offer "non-traditional" benefits like paid leave for menstrual problems, fertility benefits like egg freezing, and better support for workers going through menopause.
“Women and people who menstruate and go through menopause, should have access to workplace adjustments, flexible hours, and menopause-specific health resources,” says career expert Lauren Chiren, CEO and founder of Women of a Certain Stage.
“By advocating for meaningful workplace support — especially during life transitions like menopause — we can create workplaces that empower and inspire us to bring our best selves to work and beyond.”
