Source: Lindsay Rothman | Dupe
The hybrid work model is corporate gold these days. It’s the perk companies still proudly list in job descriptions, and the one employees value so highly they’d genuinely consider a pay cut just to have it. But now, the tides are changing… again. What once felt like the future of work is now getting a quiet, almost passive-aggressive usher back into the office. One required office day is becoming two. Two is becoming three—just for this one project, they say. And suddenly, you have a lot less flexibility than you agreed to, and a much higher commute bill. This is what experts are calling “hybrid creep,” and it’s coming for remote work.
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It’s unclear why the dying in-office work model is still fighting to exist, so why exactly are companies still pushing for it? Read on to learn why “hybrid creep” is happening now and what employees can do to either cope with it or combat it.
In this article 1 What is “hybrid creep?” 2 What is causing hybrid creep? 3 What to do if you’re experiencing hybrid creep
What is “hybrid creep?”
Hybrid work has no doubt grown to extreme popularity over the last five years. In fact, a 2024 survey by WTW found that over two-thirds of companies have official hybrid policies, requiring employees to come into the office at least a few days a week. But even with hybrid as the norm, experts are noticing that the “few days a week” language is starting to stretch into something more frequent. For some employers, three office days are becoming four, or creepily pacing toward a full five-day work week altogether.
What sounds like some low-budget office horror movie, hybrid creep is a slower progression toward more in-office requirements for employees (same thing, in truth). But instead of addressing this change with a formal return-to-office mandate (risking a fierce backlash from employees), companies are subtly distancing themselves from the once-celebrated hybrid model. As beneficial as it might feel for companies to change expectations gradually, this sneaky approach is extremely risqué. As if they think their employees won’t notice?
Workplace expert Peter Duris, CEO and Co-Founder of Kickresume, warns that hybrid creep risks making employees feel they have less flexibility than they once did. Even if leadership is hoping no one will notice, Duris warns that we definitely will—and are. “Working from home is something many employees really value, and they’ll be quick to catch on if this perk is reduced or taken away,” said Duris.
What is causing hybrid creep?
In many ways, hybrid creep feels like a big cultural experiment—a slow test of how far companies can push workers back into the office to make the expensive square footage they’re paying for feel worthwhile again. Or, at the very least, to justify the beanbag chairs, standing desks, and artisanal coffee bars they invested in back in 2016 to make office culture feel aspirational.
But according to Duris, there’s also a more practical reason behind the push. One of the main reasons employers might be opting for more in-office mandates is worries about collaboration—especially when many teams are now spread across different cities and time zones. Many companies still believe that in-person work naturally creates more spontaneous brainstorming, mentorship opportunities, and more room for casual “got a second?” conversations that don’t always translate over Slack.
“Although many people find working remotely makes them more productive and improves their ability to concentrate, some bosses might disagree,” said Duris. “They might want the team to come into the office, where work is more visible.” In other words, hybrid creep isn’t just about avoiding formal policy changes; it’s about a much bigger shift in expectation. Companies want more faces in the office, more collaboration, and more visibility on projects.
What to do if you’re experiencing hybrid creep
Sometimes it can feel pretty powerless when companies start making subtle schedule shifts that feel just out of reach. In a job market where sometimes “going with the flow” is the safest option, it’s still important to know where flexibility ends, and expectations begin—and how to protect yourself from being pushed beyond what you originally signed up for. If you think hybrid creep might be affecting your own work life, Duris shares five ways employees can manage it.
1. Review your contract
If you were hired under the understanding that you would only need to be in the office occasionally, and expectations now feel like they’re shifting entirely, it’s time to revisit your original agreement. What does your contract state? Do you have confirmation in writing (maybe in your emails) about formal in-office versus remote work expectations? Before you do anything, make sure you know exactly what you signed for on the dotted line. This could make or break any negotiation with your manager.
2. Talk to your manager
If you’re being asked to come into the office more often than you originally agreed to, have a direct conversation with your manager about it. If your contract states that you’re only required in the office twice a week, not three days, remind them of your contract details. Then, explain why that type of arrangement works best for you. In many cases, you might be able to find a compromise that works for both you and your employer, especially if this model is different from what is in your original contract. If that’s the case, make sure you get that change in writing.
3. Ask for more clarity
Whether or not your contract clearly states hybrid requirements, ask your manager for additional clarity. Changes usually come with a reason (at least we hope so), even if it’s not immediately communicated. Asking your manager why more in-office time is being required can help you understand the motivation behind the shift—whether it’s collaboration, training, or company culture. This might help you see some of the benefits, or at the very least, come to terms with the shift. This is especially important for employees who don’t have official contractual terms specifying their remote versus in-office requirements.
4. Voice how the change affects your work
If you’re worried that an increase in office time could impact your productivity, say so. For example, longer commutes, noisy office environments, or less control over your schedule can directly affect how you work. You could even come prepared to ask for a raise if more commute fairs for public transportation or gas for your vehicle are involved.
5. Reflect on whether your role still aligns with your needs
If leadership is firm about increased in-office requirements, there may be limited room for negotiation. In that case, it may be worth reflecting on whether the role still fits your lifestyle, career goals, and work preferences moving forward. Is collaborating with your co-workers in person a value to you? Could it help you work more efficiently on larger group projects? These things might be important to your company, but are they also important to you? If they aren’t, it might be worth exploring other internal and external roles with more flexibility.
If the hybrid creep has come for your remote work, it’s not a reason to panic. It might be undeniably annoying, but keeping your boundaries—and what you want out of your role—as your compass can help you navigate the shift.
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