Only 10% of HR Professionals Report 100% Compliance with On-Site/Hybrid Attendance Policies

• Majority of companies are not planning to increase on-site presence, while attracting and retaining talent in fully on-site roles remains challenging.
• Successful implementation of auto enrolment among big challenges for businesses next year

Ibec, the group representing Irish businesses, is set to release its HR Update report today at its annual HR Leadership Summit, highlighting key HR trends in Irish workplaces. According to a survey of over 370 HR professionals, only 10% reported full compliance with on-site or hybrid work policies. However, nearly half (47%) are reporting at least 50% compliance. The factors driving these compliance figures include 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.

The Future of Work

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 (24%) of companies have received applications for flexible or remote work.

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 (up 6 percentage points to 26%), alongside an increase in clarification regarding work to be done on or off-site (up 5 percentage points to 13%). Similar to last year, attracting and retaining talent for fully on-site roles continues to be more challenging, with over half (50%) 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, but the majority (53%) have no plans to do so.

Maeve McElwee, Executive Director of Employer Relations at Ibec, commented:

“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. These solutions offer flexibility while also addressing employers' future needs. Data on enforcement, formal remote work requests, and planned changes suggest that companies aim to establish sustainable work practices that benefit both their staff and the business. In most cases, employers are striving to balance flexible working with operational requirements, company culture, and the need to support new or less experienced colleagues. 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. Additionally, businesses are implementing various initiatives to encourage on-site attendance, with team and collaboration days being the most common.”

National and EU Labour Regulations

The top three developments having the greatest impact on organisations, according to HR professionals, are the upcoming introduction of auto- enrolment in 2025, 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, six in ten (56%) Ibec members expect the introduction of auto - enrolment in 2025 to have the greatest impact on their businesses going forward.

“The survey also reflects the increasing scale of labour market regulations and their implications for HR professionals. In addition to regulations around remote working, the Sick Leave Act 2022, the EU Corporate Sustainability Reporting Directive (CSRD), and the Gender Pay Gap Information Act 2021 are all impacting businesses, with further regulations expected to take effect over the next two years. As we approach a new government, it is important that policymakers remain acutely aware of the implications these changes have on businesses. While many of these regulations represent positive steps in principle, the challenge for businesses remains to balance the costs, timelines, and implementation of these changes while trying to operate in a highly competitive landscape,” said McElwee.

Use of AI

There has also been a positive shift in attitudes toward AI over the past year, with 70% of organizations recognising its potential to enhance productivity. Although fewer organizations report actively applying AI, 40% believe AI is already enhancing productivity. Over a third of organizations have or are developing a formal policy on AI use.