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Office mandates stabilise as hybrid work becomes the norm
Most Australian employers plan to maintain their current workplace arrangements for the next 12 months, suggesting the post-pandemic office debate has reached equilibrium.
Independent research by Robert Half found 74 % of employers don’ t plan to adjust the number of days employees work in the office or at home, with hybrid arrangements becoming the strategic standard rather than a temporary fix. For EAs supporting multiple executives with different location preferences, the figures suggest the complexity of managing hybrid schedules is becoming a permanent part of the role rather than a temporary challenge – but the stabilisation of workplace policies will allow more confident planning for long-term office arrangements and support structures.
Of those planning changes, 14 % intend to increase office days while maintaining some work-from-home flexibility and 9 % plan to decrease mandated office time. Only 1 % expect staff to return to five-day office schedules.
“ The period of intense uncertainty and constant change around office mandates has settled for the vast majority of businesses,” says Andrew Brushfield, director at Robert Half.“ The predominant choice is a hybrid model, which balances in-person collaboration with the demand for flexible work.”
The research shows 71 % of employers will continue hybrid arrangements, citing employee satisfaction( 50 %) and increased productivity( 45 %) as key benefits. However, the remaining 29 % maintaining five-day office mandates also cite productivity( 45 %) as their primary reason, highlighting how different organisations define productive work environments.
Employers supporting hybrid work also value employee attraction and retention( both 41 %), reduced operational costs( 30 %) and supporting inclusivity( 34 %).
Those requiring full office attendance prioritise improved communication( 39 %), stronger company culture( 37 %), and enhanced collaboration( 35 %). S
Career stagnation drives job hunting as workers seek growth opportunities
New research reveals one in five Australian workers cite limited career opportunities as their main barrier to advancement, with many considering job changes to progress their careers.
ADP’ s People at Work 2025 study, based on survey data from nearly 38,000 workers across 34 markets, found 20 % of Australian workers identify lack of opportunities as their primary career obstacle. This matches the global average of 19 %.
The findings show that flexibility in scheduling remains the top reason Australian employees stay with current employers( 38 %), followed by pay for performance( 25 %) and access to professional training( 24 %). However, this differs from global trends where career advancement opportunities rank first( 45 %).
“ Flexibility has become a basic expectation for Australian workers but it is not enough by itself,” said Kylie Baullo, General Manager for Australia, New Zealand, and Japan at ADP.“ Employees also want to see clear career paths and opportunities to develop their skills.”
The study reveals significant differences across age groups and job levels. More than 20 % of workers aged 40 and above report lack of opportunity as their biggest barrier compared to just 14 % of those aged 26 and below. Individual contributors( 20 %) feel more blocked than executives and upper managers( 16 %).
Career stagnation strongly correlates with turnover risk. Among workers who perceive few growth opportunities, more than a third( 34 %) are actively job hunting. Additionally, 13 % of Australian workers strongly agree they’ ll need to change companies to advance their careers.
So, if you are an EA involved in HR planning or supporting executive discussions about talent management, consider raising the visibility of career pathways as a retention tool because the research suggests that even flexible, wellpaid employees may leave if they can’ t see advancement opportunities. This could impact succession planning and team stability in your organisation, particularly for roles supporting your executives. S
14 Executive PA | Summer Issue 2026