For many SMEs, the conversation around remote and hybrid working is shifting again. Some leaders are wondering whether it’s time to bring people back into the office, at least for part of the week.
It’s a perfectly reasonable question. But changing working patterns isn’t something to rush. Get it wrong, and you risk losing good people, damaging trust, or even facing formal challenges. Get it right, and you can strengthen culture, collaboration and performance.
At Starfish People HR, we’re seeing more business owners grappling with this decision, so here’s a clear, practical look at what to consider before you act.
The Risks You Need to Understand
1. Losing talented people
If remote working has been part of your rhythm for a while, a sudden reversal can feel like a shock to the system. High‑performing employees who’ve built their routines around home working may not accept the change quietly. Some will start exploring other options; others may leave altogether.
In a small business, even one resignation can have a significant impact operationally, financially and culturally.
2. Productivity may not improve
While many leaders feel in‑person working boosts collaboration and culture, not every role benefits equally. Some tasks genuinely thrive in a quiet, home‑based environment. A blanket “everyone back in” approach may not deliver the uplift you expect — and could even reduce productivity for certain roles.
3. Legal and formal risks
This is where things can get complicated. Employees with caring responsibilities or disabilities may argue that removing remote working disadvantages them, potentially opening the door to discrimination claims.
And since April 2024, flexible working requests can be made from day one of employment. If someone submits a request, you must follow the statutory process. A simple “no, we want everyone in the office” won’t be enough.
We’re also seeing employees become more confident in using formal channels. Poorly handled changes can quickly escalate into grievances, which take time, money and emotional energy to resolve.
What to Review Before Making Any Decisions
Contracts and past agreements
If remote working was confirmed in writing, even in a follow‑up letter it may now be a contractual term. Changing it requires a more structured process.
If it was described as temporary or discretionary, you have more flexibility, but long‑term practice can still create implied expectations.
Role‑by‑role impact
Not every role needs the same arrangement. The one‑size‑fits‑all approach is easier to communicate but harder to justify if challenged. Think carefully about what the business genuinely needs from each position.
How to Reduce the Risk and Make a Fair, Defensible Decision
Be clear about your reasons
“We want people back in the office” won’t land well. Be specific about the business rationale, collaboration, client service, development, operational needs, or something else. Transparency builds trust.
Consult before confirming anything
This is one of the most important steps. Give people space to share concerns, ask questions and feel heard. Consultation doesn’t mean you can’t make changes it means you’re making them responsibly.
Consider a phased or trial approach
A gradual shift for example, two or three days in the office for a trial period gives you real data and gives employees time to adjust. It also demonstrates reasonableness if a decision is ever scrutinised.
Document your process
Keep a clear record of your rationale, discussions and decisions. If someone challenges the change later, this documentation becomes essential.
Apply changes consistently
If some people stay remote while others are required to return, you’ll need clear, role‑based reasons. Inconsistency is one of the quickest routes to claims of unfair treatment.
Where Starfish People HR Can Support You
This is exactly the kind of situation where having an experienced HR partner makes a real difference.
At Starfish People HR, we can:
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Review your contracts and policies to identify your legal position
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Assess the risks and help you weigh the commercial impact
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Design a consultation plan that feels fair, transparent and people‑centred
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Support you in managing flexible working requests correctly
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Coach your managers to deliver consistent, confident decisions
If you’re considering changing your remote or hybrid arrangements, speak to us before making any announcements. A short, confidential conversation now can prevent resignations, conflict or claims later.
If you’d like a confidential conversation about the best way bring your remote team back into the office without losing people or facing claims, we’re here to help, a Human First HR Clarity Session is the ideal next step.
It’s a confidential, calm and practical conversation where we:
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Explore what’s currently taking up your time
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Identify the risks
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Pinpoint the quickest wins
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Give you a clear, human‑centred plan for moving forward
No pressure. No judgement. Just clarity.
You don’t need to keep second‑guessing yourself. You don’t need to sit with the stress of it. And you don’t need to navigate it alone.
Bring the issue that’s weighing on you. Let’s work through it properly.
