Will Aussies Return to Offices in 2025?
Diverse group of office workers looking sad – Image created by ChatGPT with DALL-E by OpenAI.
VOCABULARY LIST
Worksite (noun) /ˈwɜk.saɪt/: A place where work is carried out, particularly in industries like construction or manufacturing.
Example: Many employees prefer remote work over returning to the physical worksite.Hybrid work (noun phrase) /ˈhaɪ.brɪd wɜk/: A work arrangement combining both remote and on-site work.
Example: Hybrid work is becoming increasingly popular among professionals.Catch up on (phrasal verb) /kætʃ ʌp ɒn/: To complete tasks that were missed or delayed.
Example: She often works from home to catch up on unfinished projects.Short-staffed (adjective) /ʃɔt ˈstɑft/: Having fewer employees available than needed.
Example: Strict office policies could leave companies short-staffed.Flexible arrangements (noun phrase) /ˈflɛk.sə.bəl əˈreɪndʒ.mənts/: Work setups that allow employees to adjust their hours or location.
Example: Many people value jobs that offer flexible arrangements.Full-time (adjective) /ˈfʊl.taɪm/: Working the standard hours required by an employer, typically 38-40 hours per week in Australia.
Example: She switched from a part-time role to a full-time position.Caring load (noun phrase) /ˈkɛə.rɪŋ loʊd/: The responsibility of providing care for dependents, such as children or elderly family members.
Example: Women often carry the majority of the caring load in households.Retention (noun) /rəˈtɛn.ʃən/: The ability of an organisation to keep its employees over time.
Example: Flexible work options improve employee retention rates.Mandate (verb) /ˈmæn.deɪt/: To officially require something to be done.
Example: The company mandated a return to the office for all staff.Enticing (adjective) /ɪnˈtaɪsɪŋ/: Attractive or tempting.
Example: Employers must create enticing environments to encourage employees to return to the office.
ARTICLE
As we approach 2025, many Australians are questioning whether they’re ready to return to the office or if workplace flexibility will remain the norm. Recent data from the Australian Bureau of Statistics (ABS) shows the first drop in remote work since 2020, sparking debates about the future of hybrid and work-from-home (WFH) arrangements.
A Shift in Remote Work
Over the past year, the percentage of Australians working from home regularly has decreased from 37% to 36%, according to ABS data. This is the first decline since COVID-19, when WFH surged to a peak of 53%.
However, the trend is uneven across industries. Professional services, finance, and IT report higher levels of remote work compared to sectors like education, healthcare, and construction.
Currently, 41% of employed Australians work from home at least one day a week, with flexibility and choosing their own hours being the main reasons (25%). Other reasons include running a home-based business (23%) and catching up on work after hours (21%).
The Need for Flexibility
Dr. Zen Goh, a senior lecturer at Monash University, emphasises that employers must create an environment where workers can thrive, even within an office setting.
"Organisations need to foster a culture that supports autonomy and growth," Goh said. "While remote work naturally provided flexibility, companies now need to find new ways to maintain that autonomy in the office."
Strict in-office policies, however, could backfire. According to the 2024 National Working Families Survey (NWFS), 76% of respondents said they wouldn’t apply for a job without flexible arrangements. For working parents and carers, 60% stated that the most important form of flexibility is controlling where and when they work.
Gender Equity and Flexibility
The NWFS highlights how gender roles influence the demand for flexibility. Women continue to shoulder most caregiving and household responsibilities, despite working similar hours to men.
60% of women strongly agreed they wouldn’t apply for a job without flexibility.
In contrast, 32% of men felt the same way.
Among those who used flexible work arrangements last year, 66% were women.
A spokesperson for CEOs for Gender Equity warned that mandating full-time office work could harm workplace diversity and women’s leadership opportunities.
"Rigid in-office requirements could disproportionately impact women, especially those with caregiving duties. Flexibility is no longer a benefit—it’s a necessity," the spokesperson said.
The Bigger Picture
As Australians navigate the evolving work landscape, balancing professional needs with personal obligations remains a challenge. For organisations, offering flexible work models may be key to retaining talent, improving morale, and ensuring inclusivity.
While some workers might return to the office willingly, the broader shift towards workplace flexibility has reshaped employee expectations. The coming year will likely test how well businesses adapt to these new demands.
SOURCE:
This article is based on: https://www.sbs.com.au/news/article/will-australians-be-forced-back-to-the-office-in-2025-or-will-they-return-of-their-own-accord/hw3gww7sr
