Return to office resistance vs loneliness working from home

The workplace has changed and so have the expectations of employees and employers. Our Hays Salary Guide FY25/26 survey revealed that remote and hybrid working models are no longer perks; they’re the norm. But with this shift comes a balancing act between two emerging forces, the return to office resistance and the loneliness of working from home.

While many employees have embraced the flexibility of remote work, others are facing what’s now widely referred to as a loneliness epidemic. As organisations adapt to new models of work, the question isn’t just where we work, but how we stay connected.

Advantages and disadvantages 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.

Advantages

Hybrid models offer many employees the best of both worlds:

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

But despite the benefits, it’s not without challenges. The same hybrid environment that helps a parent juggle school drop-offs can also leave a single worker spending days a week without meaningful interaction - leading many to feel isolated, disconnected, or even depressed.

Disadvantages

Here are some of the common drawbacks workers report:

Lack of spontaneous connection
Onboarding and collaboration difficulties
Uneven experiences across teams
Blurred work-life boundaries and burnout
Feelings of being overlooked
Reduced 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. Creating space for both productivity and connection is key to long-term success.

How to combat loneliness when 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 Zoom check-ins, it’s easy to lose the spontaneous chats, shared laughs, and team camaraderie that make a workplace feel human.

Structure social contact into your week by scheduling virtual coffees or walk-and-talks.
Use your office days wisely to build relationships, not just tick off tasks.
Join in-person events where possible to help form bonds with work colleagues.
Talk to your manager if you’re feeling disconnected; you're not alone.

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.

What's causing the return to office resistance?

Many employees 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:

Commute time adds stress and costs, especially in busy urban areas.
In-office days may feel unproductive if their team members aren't present.
Small talk and in-person meetings can feel draining rather than energising.
For some, remote work simply allows better focus and fewer distractions.

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 employers can ensure a smooth RTO transition

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

Offer autonomy: Let teams decide which days they’ll be in the office, balancing collaboration and individual needs.
Prioritise connection over presence: It’s not about forcing a full return, but creating purposeful moments to feel connected.
Design offices for interaction: Rethink the space to encourage casual chats, team huddles, and creative brainstorming, not just desks and quiet zones.
Support mental health: Make counselling and well-being resources easily accessible. Feeling lonely is common, and support shouldn't wait until a person is in crisis.
Create onboarding experiences: Help new employees feel part of the team, especially when they may be joining 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.

Seek support

In reality, there’s no one-size-fits-all approach. But with half the workforce seeking connection and the other half valuing flexibility, the solution lies in listening, adapting, and humanising work again.

At Hays, we understand the push and pull between productivity, connection, and personal well-being. Whether you're looking to build a resilient team or take the next step in your career, we’re here to support you.

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

Download Hays Salary Guide FY25/26