Making return-to-office work for your organisation

Organisations want people back. Employees want flexibility. Eoin Connelly examines what happens when workplace expectations clash and how to solve it

Would the number of days required on-site determine whether you wanted to leave your current role?

According to Morgan McKinley’s From Hybrid to HQ: The Impact of Return to Office on Financial Services in Ireland report, this is the exact case for 63 percent of employees in Ireland.

In fact, 60 percent feel less productive in the office and 64 percent feel higher levels of stress and burnout as a result of increased in-office expectations.

Meanwhile, with the rising cost of living, 70 percent say increased time in the office requires employees to have higher pay to cover the rising costs of commuting.

So, why are some employers in the financial services sector increasing their in-office expectations, and what are the benefits for employees and management?

1. Only half of Irish workers are satisfied with their current model

When asked whether they were satisfied with their current in-office expectations, over half (51%) of workers reported dissatisfaction.

So, why is working in-office still so crucial to the biggest multinational companies in financial services, such as JPMorgan Chase, Goldman Sachs and BlackRock? In short, for legacy and practical reasons.

Financial services is a more traditional industry than others that have driven the remote working trend in recent years, such as the technology sector.

Also, with the regulatory nature of, say, functions like risk and compliance, there is an expectation (be it for governance reasons or otherwise) that an in-office presence is required.

2. Employers may be overestimating in-office productivity

When it comes to productivity, 60 percent of employees and 33 percent of employers report lower productivity when working from the office. What’s the resolution to this disparity?

First, it is important for organisations to look at the data. Is the current mandate creating a more productive office with a strong culture? Are they getting feedback from their staff on their current policy and how it is working?

Don’t rely on assumptions—look at key performance indicators, speak with staff about their productivity and then make a call on in-office time.

3. Strict office mandates are impacting recruitment

Morgan McKinley’s 2025 Workplace Trends Report found that 62 percent of job seekers have rejected an offer due to a lack of flexibility.

In our Hybrid to HQ report, we found that 44 percent of employers were experiencing recruitment challenges due to increased office mandates.

So, what can hiring teams and candidates alike do to ensure they’re not wasting each other’s time?

Transparency from both the candidate and the organisation is absolutely critical.

Organisations should have a clear in-office policy outlining the required office hours and explaining the rationale for the mandate.

Conversely, job seekers need to have an open mind. We often speak to candidates who are interested in roles requiring three days per week in the office, but totally opposed to roles requiring four in-office days, for example.

Don’t be afraid to ask employers if they can be more flexible about in-office days. If they can’t, try not to let a great opportunity pass you by for the sake of an extra day in the office.

4. Use competitors’ mandates to your advantage

For some candidates applying for a new job, whether it’s because of their commute time or for other personal reasons, the benefits of remote work options can outweigh other perceived benefits.

Companies should take advantage of the opportunities this presents.

If some of your competitors are opting for a full five-day return to the office and your organisation is not, there will likely be movement in the market among excellent candidates who value remote working arrangements.

Take advantage of the opportunities this presents by weighing the need to have people in the office against the need to attract and retain top talent.

5. Workers want flexitime rather than remote work

For some employees, it may not be a matter of wanting more time at home. Our report found that close to half (48%) of the Irish workforce have caregiving duties (51% of females versus 45% of males).

For employers this means that, even if you’ve decided a four- or five-day weekly in-office policy is right for you, you can stay competitive by offering your employees flexible work arrangements with adjusted work hours to facilitate personal responsibilities.

The line between remote and flexible work can sometimes be blurred. Many job seekers might be happy with four days in the office while also valuing flexitime so they can, for example, make a creche run or look after an elderly parent.

Companies veering towards more days in the office should ideally ensure this flexibility is in place.

I would advise candidates to be open about their need for flexitime from the start of their employment and encourage organisations to embrace it where possible.

Life typically only gets in the way of work when you’re chained to a desk. Having flexible hours (even if in-office) gives employees more control and shows they are valued and trusted team members—fundamental qualities upon which successful companies are built.

Eoin Connolly is Executive Director at Morgan McKinley