Return to office resistance vs loneliness working from home

The workplace has undergone a major transformation — and so have the expectations of both employers and employees. According to our Hays Salary Guide survey, remote and hybrid working models are no longer viewed as perks but have become the standard way of working.

However, this shift has brought new challenges. While many employees want to hold onto the flexibility they’ve gained, others are feeling increasingly isolated — a trend now recognised as part of a growing loneliness epidemic. As organisations adapt to these evolving models, the question is no longer just where we work, but how we stay meaningfully connected.

Benefits and challenges of hybrid work

According to Hays Salary Guide FY25/26, flexibility tops the list of workplace priorities across all demographics in Australia and New Zealand.

Benefits

Employees are wondering if they can refuse to return to the office for fear of losing out on the many benefits of working from home:

Better work-life balance
Less time commuting
More control over their environment
More time for personal responsibilities

But despite its benefits, hybrid work isn't without challenges. The same setup that allows someone to take a midday break for a gym session can leave another employee working solo at their kitchen table for days with little human connection. Over time, this can lead to feelings of isolation, disconnection, or even depression.

Challenges

Here are some of the common drawbacks workers report:

Reduced spontaneous connection
Difficulties with onboarding and collaboration
Uneven experiences across teams
Blurred work-life boundaries and burnout
Feelings of being overlooked
Lack of motivation or focus

As organisations adopt or refine hybrid working models, it's important to remember that one person’s flexibility could be another’s isolation. Allowing both productivity and connection is key to long-term success.

How to deal with loneliness working from home

For those new to a city, starting a new job, or living alone, the lack of daily human connection is taking a toll. Even with regular video calls, it’s easy to lose the spontaneous laughs, shared connections, and team camaraderie that make a workplace feel human.

Structure social contact into your week by scheduling virtual coffees or walks.
Make the most of office days by focusing on relationship-building, not just completing your to-do list.
Take part in in-person events when you can to strengthen connections with colleagues.
If you're feeling isolated, speak with your manager — chances are, you're not the only one.

Employers also have a role to play in addressing loneliness of the hybrid worker. Our research shows that a good work atmosphere is the top workplace priority for 55% of employees, which 54% of employers agree with. That shared priority is a valuable starting point.

Why employees are opposing return to office mandates

Many workers push back against return to office mandates, not out of defiance, but because of how the office experience compares to their current work-life rhythm. Here’s why some people resist:

Commuting can be time-consuming, costly, and stressful.
Office days can feel inefficient if key teammates aren’t onsite.
In-person meetings and casual conversations may feel more exhausting than engaging for some.
Remote work often provides a quieter, more focused environment with fewer interruptions.

With office attendance policies varying by company, employees are weighing up more than logistics - they’re evaluating whether the return truly enhances their job satisfaction.

How to smoothly transition back to the office

To support all employees - whether they prefer remote, office, or hybrid setups - businesses need to find new ways to improve culture and foster inclusion:

Empower team autonomy: Allow teams to choose their in-office days, striking a balance between collaboration and personal flexibility.
Emphasise connection: It’s less about mandating attendance and more about creating meaningful moments that foster connection.
Reimagine office spaces: Design work environments that promote interaction like casual breakout areas, team huddles, and creative spaces, not just desks and quiet zones.
Prioritise mental well-being: Make mental health resources and counselling support easy to access. Loneliness is common, and support should be proactive, not reactive.
Build thoughtful onboarding: Help new hires feel welcomed and connected, especially when they’re starting remotely.

Strike a balance

The RTO vs hybrid debate isn’t binary. Resistance to returning to the office and loneliness while working from home are both valid experiences. Employers who acknowledge this complexity and adapt accordingly will be better placed to attract and retain top talent.

Flexibility, connection, and balance are no longer buzzwords; they are expectations. And as Hays Salary Guide FY25/26 reveals, additional vacation days are also high on employees’ wish lists, reinforcing the value of time, health, and life outside of work.

Adjust and adapt

The truth is, there’s no universal solution. With half the workforce craving connection and the other half prioritising flexibility, the key is to listen, stay adaptable, and put people at the heart of work again.

At Hays, we get the balancing act between productivity, connection, and well-being. Whether you’re building a stronger team or planning your next career move, we’re here to help.

Explore Hays Salary Guide FY25/26 or get in touch with your local Hays consultant today.

Download Hays Salary Guide FY25/26