Few topics within the working space have divided opinions more than the return to the office working.
While headlines suggest that businesses everywhere are calling employees back to their desks, our latest data shows a very different picture.
This year’s CTO Compensation Report, produced in partnership with Albany Partners, highlights a growing gap between the public narrative and what is actually happening inside many tech businesses.
The truth behind the headlines
Despite claims that remote work is on the decline, our data shows that full-time office attendance has risen by just 2 percent compared to last year.
Flexibility remains a top priority for tech leaders and their teams. In fact, work-life balance is one of the biggest reasons people choose to stay in a role, according to this year’s survey results.
Our research shows that companies offering flexible work arrangements, including remote and hybrid models, continue to perform better when it comes to employee retention. Leaders and teams value the autonomy and balance these models provide, and many now see flexibility as a standard expectation.
Tech leads the way on progressive work models
The tech industry has often been ahead of the curve when it comes to workplace flexibility.
Companies like Kickstarter, Buffer, and GooseChase have successfully introduced four-day workweeks while maintaining or improving productivity. By January 2025, more than 200 UK companies had followed suit, with tech businesses among the most active adopters.
These initiatives are not just about keeping employees happy. They are strategic moves designed to attract and retain top talent in a highly competitive market.
The growing pressure on leaders to return to the office
While flexibility is thriving for many, there is a noticeable shift when it comes to leadership roles.
Some businesses are starting to push for more in-office time at the senior level, with certain companies now requiring C-level leaders to be on-site five days a week.
This comes with risks. Our research highlights examples where businesses have lost out on their preferred leadership candidates after insisting on rigid office requirements. In some cases, insisting on full-time office attendance has significantly reduced the available talent pool, limiting options to those who live locally or are willing to relocate.
Striking the right balance
While some level of office presence may make sense for certain leadership teams, companies should be cautious about applying blanket policies that limit access to talent or impact retention.
The data is clear. Flexibility remains one of the most important factors for today’s tech leaders and their teams. Businesses that get this balance right will have the advantage.
