As the popularity of hybrid and remote working in Ireland grows, HR professionals have a dual challenge to tackle. It’s not just about offering flexibility; it’s about developing sustainable policies that balance employee needs with business goals.

In this guide, we’ll look at how the landscape has changed and why it matters to employers. Then, we’ll set out tips for effective remote work policies that balance flexibility with organisational performance and compliance.

In this guide:

The rise of hybrid and remote working in Ireland – and why it matters

HR’s role in making hybrid and remote working a success

Conclusion and key takeaways

The rise of hybrid and remote working in Ireland – and why it matters

Ireland has seen the EU’s fastest growth in remote working. According to Eurostat, it rose from 7% to 25% between 2019 and 2022. Then, in 2023, the Work Life Balance Act introduced the right to request remote working for all employees.

In other research by the University of Galway and the Western Development Commission, current numbers show 59% in hybrid arrangements. This reflects a major shift in work patterns. Rather than a temporary change, it seems hybrid and remote working have become key features of Ireland’s working landscape. As we’ll see next, they have a role to play in talent acquisition and retention.

Attracting the right talent

As many as 50% of Irish workers would be willing to refuse positions without remote options, according to research from the Stepstone Group and Boston Consulting Group. This is much higher than the global average of 29%. Clearly, employers need to take this into account or risk losing the competitive edge in recruitment.

LinkedIn data shows remote and hybrid roles in Ireland attract 2.5 times more applications than traditional positions. Meanwhile, there are 10% fewer job postings featuring these ways of working. This presents an opportunity for recruiting organisations to differentiate themselves and gain access to a wider pool of candidates.

Retaining good workers

92% of employees consider remote or hybrid options crucial in their decision to change employers, as found by the previously mentioned study. As working practices and policies are reviewed, it’s worth considering the potential impact on recruitment costs and organisational stability.


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HR’s role in making hybrid and remote working a success

HR and people professionals continue to play a vital role in helping organisations develop and roll out their approach to remote and hybrid working. While offering flexibility aids talent attraction and retention, sustainable policies need to balance productivity, compliance, and engagement.

“Employers need to have a look at their policies to take account of staff preferences for remote and hybrid working while striking a balance with in-office attendance. In particular, organisations must be sure to comply with the government guidelines in the Work Life Balance Act on the right to request remote work.”

Sean Murray, Director of Product Services, Zellis Ireland
Build a sustainable strategy

For an effective remote work strategy, consider how you’ll maintain a strong workplace culture, provide optimal technology support, and bring organisational leaders along to ensure success.

Foster culture and connection

A strong organisational culture is essential for remote and hybrid work success. Without careful attention to connection and engagement, remote work can lead to isolation and reduced collaboration.

Successful remote work policies should address:

  • Regular meaningful interaction between remote and office-based staff
  • Clear communication channels and expectations
  • Opportunities for collaborative work and social connection
  • Performance measurement frameworks that focus on outcomes
Provide robust technology support

Technology is the backbone of successful remote work, but it must be supported by clear policies and ongoing training. You should regularly assess tools and security measures with an eye to both productivity and data protection.

Ensure your organisation provides:

  • Appropriate tools and technology for remote work
  • Clear guidelines on data security and privacy
  • Support for home office setup and maintenance
  • Regular training on remotework best practices
Hybrid working report
Ensure senior leadership buy-in

Getting leaders on board is essential for remote and hybrid working to succeed. When senior executives actively support and demonstrate these ways of working, others in the organisation are more likely to follow suit. To win and keep their support:

  • Include leaders when developing policies, to ensure these align with business goals
  • Show them the metrics that matter – how hybrid and remote work affect productivity, engagement, and retention
  • Set up impactful ways to regularly measure and report on progress and effects
  • Give managers practical help and tips for running remote and hybrid teams
Help employees follow the organisational policy

Not many organisations are seeing full compliance with their attendance policies: a recent Ibec study puts it as low as 10%. That means most employees at most organisations don’t follow the guidelines set down – for example a specified number of days in the office.

To help address this:

  • Develop and share clear, documented expectations for both remote and in-office work
  • Create structured communication channels for policy updates and feedback
  • Implement regular policy review cycles to ensure alignment with business needs
  • Establish consistent compliance mechanisms while maintaining flexibility
Fulfil legal compliance obligations

The introduction of the right to request remote working in March 2023 requires careful consideration. HR leaders should:

  • Create transparent processes for handling remote work requests
  • Develop objective criteria for evaluating applications
  • Maintain detailed documentation of decisions and rationales
  • Regularly review policies against Work Life Balance Act requirements

Conclusion: Make remote and hybrid working a success

The future of remote work in Ireland isn’t just about offering flexibility—it’s about creating sustainable, productive work arrangements that benefit both employers and their employees.

Success comes with effective, compliant policies that balance worker preferences with organisational needs. to maintain an engaged and productive workforce.

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Key takeaways

  • Ireland leads the EU in remote work adoption, with at least 25% of the workforce usually working remotely and 59% in hybrid arrangements.
  • Half of Irish workers would reject job offers without remote options, making flexible work policies important for talent attraction.
  • Successful remote work implementation requires a strong culture, robust technology infrastructure, and senior leadership support.
  • HR leaders should balance organisational needs with employee preferences, while ensuring compliance with the Work Life Balance Act.
  • Regular policy reviews and clear documentation of remote work decisions protect organisations and support fair treatment.

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