What is hybrid work?
Hybrid work has become a regular part of working life in Hong Kong over recent years, changing how teams collaborate, connect and get things done. In this article, we'll break down what hybrid work is, how it works and what this all means for the future of work.
What does hybrid work mean?
Hybrid work mixes time in the office with time working from home or elsewhere. It's neither fully remote nor fully in-person – it's a combination of both.
For many Hong Kong workplaces, employees come into the office a few days a week and work the rest from home. Others might only come in for meetings or special events. The model suits Hong Kong's context, where office space is among the world's most expensive and commuting via MTR or other transport can be quite time-consuming for the average employee.
What is the difference between a hybrid and a remote job?
Remote work is fully outside the office, allowing employees to work from anywhere with no required office days. Hybrid work requires employees to work both remotely and in person, with specific days when they're expected in the office, often for team meetings or collaborative work.
What is a hybrid work model?
A hybrid work model is the approach a workplace uses to combine in-person and remote work. It outlines how often employees are expected in the office and how teams collaborate across different locations whilst maintaining compliance with the Employment Ordinance.
The model depends on the nature of the work, team preferences and organisational goals. Some teams need occasional in-office meetings, while others require regular collaboration that works best face-to-face.
What are the types of hybrid work models?
Fixed-schedule hybrid: Employees work in the office on specific days (e.g. Tuesday to Thursday) and remotely on others (e.g. Monday and Friday). This provides structure and helps with team coordination.
Flexible hybrid: Employees choose when to come into the office, with expectations around attending key meetings. This works well for trust-based cultures where employees work independently.
Location-based hybrid: Certain roles, such as customer-facing positions, require office presence, whilst others, like developers, can work remotely. This suits organisations with varying needs for in-office work.
Each model has trade-offs. Fixed schedules offer predictability, whilst flexible arrangements provide better work-life balance, a growing priority for Hong Kong's workforce.
What factors drive a hybrid work model?
Technology enables hybrid work through video conferencing and cloud-based collaboration tools that keep employees connected from anywhere.
Employee expectations shifted during the COVID-19 pandemic. Many Hong Kong workers now value flexibility and want control over when and where they work. The Labour Department has provided guidance on flexible work arrangements to help employers implement these models whilst maintaining compliance.
Hybrid work has the potential to deliver cost savings. Businesses have the opportunity to reduce overhead costs like rent (particularly significant given Hong Kong's premium office space costs) and utilities, whilst employees save time and money on commuting, improving their work-life balance. For workers commuting from the New Territories or across districts, this can mean hours saved each week.
Organisational culture and leadership play a key role. Forward-thinking Hong Kong companies recognise the value of giving employees autonomy to work where they're most productive, helping attract and retain top talent in the competitive local market.
What are the benefits of hybrid work?
For employees: Hybrid work offers flexibility to work where they're most productive, whether at home, in a co-working space or in the office. This allows better work-life balance, with fewer days commuting via MTR or other transport, reducing stress and improving quality of life.
For employers: Hybrid work can boost productivity, as many employees perform better with control over their environment. Companies gain access to a wider talent pool across Hong Kong, the New Territories, and even the Greater Bay Area, as employees don't need to be based near the office.
Hybrid models make companies more resilient, enabling smooth operations during disruptions like typhoons, extreme weather or health crises. Workday's HR software solutions help manage workforce policies and compliance seamlessly in these flexible arrangements.
What are the challenges of hybrid work?
Communication and collaboration: When employees work in different locations, messages can be lost or misinterpreted. Teams need clear communication channels and regular check-ins to avoid misunderstandings.
Company culture: Maintaining culture is harder when team members aren't physically together daily. Without regular face-to-face interactions, building strong relationships becomes more challenging, particularly for new employees who may struggle to feel connected.
Fairness and visibility: Employees who come into the office more regularly may be more visible to leadership, potentially affecting career progression. Organisations must ensure remote workers aren't overlooked, particularly important given Hong Kong's competitive work environment.
Performance management: Managing performance in a hybrid environment requires shifting focus from time spent at desks to measuring results and outcomes. This aligns with modern workforce management practices that prioritise productivity over presenteeism.
Compliance considerations: Employers must ensure hybrid arrangements comply with the Employment Ordinance, including provisions around working hours, rest days and employee rights, regardless of work location.
Workday provides HR software solutions to help you manage workforce policies, compliance and talent transitions seamlessly in Hong Kong's evolving work landscape.