What is behind the decline of working from home?
The decline in working from home options is no coincidence. In many companies, there are growing calls for more presence. The reasons are complex:
1. Revitalization of team culture and belonging
Hybrid teams have lost cohesion over the years. Managers report less communication, dwindling innovation, and fragmented relationships. Presence in the office is once again seen as cultural glue.
2. More control, more structure
Not every employee is equally good at organizing themselves when working from home. Companies hope that returning to the office will bring greater transparency, closer management, and a more consistent performance culture.
3. Economic use of office space
Many companies are stuck with long-term leases or own office buildings. They want to revitalize these spaces—partly to justify them to investors or owners.
Statistical trends confirm the decline in working from home
The decline in working from home is also measurable in Austria. According to the Ministry of Finance, the number of people regularly working from home has fallen from 848,000 in 2021 to 743,000 in 2023 – a decline of around 12% in two years. This trend is supported by a recent Deloitte analysis: While 82% of employees were working from home in 2022, this figure had fallen to just 65% by 2024. Although working from home remains an important element of modern working culture, the growing call for presence shows that many companies are readjusting their expectations. Read more about these statistics here.
What employees really think
Despite all the arguments, the decline in working from home remains a sensitive issue for many employees. This is because the flexibility of recent years has also led to higher expectations. Less commuting, more time for family, more self-determination – for many, these were not just “nice-to-haves,” but a new reality of life. This minimum standard of flexibility is also reflected in the Recruiting Trends 2025.
The return to the office is therefore not always seen as an opportunity, but often as a step backwards. Especially among younger generations, location-independent working has long been an important factor in choosing an employer. Those who ignore this will lose talent – or their loyalty.
Accompanying phenomena of the trend: Task masking & mini-retirements
Task masking – looking busy instead of creating value
With the return to the office, there is also an increase in phenomena where employees are more concerned with looking busy than actually being productive. This is called “task masking” – a silent resistance to a culture of control and compulsory attendance.
Mini-retirements – conscious time-outs instead of adaptation
More and more employees are responding to rigid attendance requirements with deliberate time off. They leave the company and treat themselves to a few months without a job – to travel, learn, or relax. The desire for autonomy is finding new ways to express itself.
Recommendations for companies in the age of declining home office use
Those who do not see the decline in home office as a mere demonstration of power, but rather as part of a meaningful cultural change, have much to gain. Here are five specific recommendations:
1. Justify presence, don't enforce it
Clear communication helps: Why is it necessary to return to the office? What added value does it create? Those who communicate honestly and transparently generate less resistance.
2. Clearly define hybrid models
Working from home and being present are not mutually exclusive. Successful companies create fixed hybrid models—such as two to three days of presence per week—with clear rules and mutual trust.
3. Design offices as places of experience
If you want employees to enjoy coming to the office, you have to offer more than just desks. Rooms for creative exchange, informal encounters, and concentrated work make all the difference.
4. Rethink leadership
Managers should be able to measure performance not only by attendance, but also by results. Trust, a culture of feedback, and empathy are becoming increasingly important – especially in hybrid teams.
5. Involve employees
Those who are allowed to help shape the future will embrace change. Companies should ask employees about their needs and actively involve them in the development of new working models.
Conclusion: The decline in working from home is here – but it needs to be managed wisely
The decline in working from home is not a sign of regression – it is an invitation to rethink the concept of work. Companies that engage in dialogue now, create flexible structures, and combine the advantages of presence and remote work will be more successful in the long term.
Because back to the office does not mean back to the past. It means further development with substance.
