智能工作的新领域：塑造我们的工作未来

Contents 1.0Executive Summary2.0Study Background and Aims3.0Sample and Method4.0Current Working Patterns5.0Preferences and Motivations for Hybrid Working6.0Impacts of Hybrid Working7.0Designing Workplaces for the Future8.0Future Focussed Ambitions9.0Survey Findings: Trends Over Time10.0Shaping our Work Future 1.0 Executive Summary Howarethese lastthree years of evidence shapingournext It is hard to believe we are nowsix years on from theCOVID-19pandemic that permanently for Smarter Working Survey’fromorganisations representing at least As flexible working patterns stabilise,this year’s studyalso consideredambitions and challenges towards Scottish Futures Trustareworking tounderstand the long-term impact thisphasehad on work and workplace and The key findings from thisyear’ssurvey •Hybrid working persistsand97% oforganisations support some form of Since 2020, hybrid workinghasshiftedfroma‘necessity driven’experimentto a •No organisation is largely office-based Between January and March 2025,theOffice for National Statistics reportedthatmore than a quarter (28%)of •Noorganisationmandatesofficepresence formore than three days •Employeestypicallyattend the office Employee preferences around flexibilityare clear and businesses offeringflexible working are better able to attract •Hybrid work is preferred across allgroups: All age groups and employee This hasresulted in hybrid workbecoming a feature rather than a •The top reasons drawing employeesto the office are teamwork (84%),interactive activities (76%) and Thisyear’sfindings Scottish Futures Trust receivedresponses to its latest‘New Frontiers New Frontiers for Smarter Working–Shaping our Work Future 43% of respondents indicated thattheyhad a high ambition forupskillingmanagersand53% indicatingtheymayexploreArtificial Intelligence (AI)with Our 2026surveyreinforcesthepositiveorganisational benefits Thosepositivebenefitsinclude: •flexible workforce (89%),•a happier workforce (82%) Forbarriers to progress,resistantorganisational cultures, lack of strategic What has changed? There are of course challengeswith57%of respondents indicatingthatunderutilisedbuildings remainsthemostcitedissue. This is followed by Changes in the responses to the 2025and 2026 surveys reflect broader trends. Overall, all organisations supporthybridwork. This has been codified morerecently, withmorehaving‘return tooffice’ (RTO)mandates,but no Team culture and performanceare seenas potential rather than actual Respondents in 2026 reported a slightlyhigher number of days spent in theoffice. These have increased from 2024and are likely to reflect the fact that The survey also shows our officefootprints are shrinking.Just overhalf ofrespondents(52%)indicated thattheyhave already reduced their office space This isa strong signal that hybridworking has become structurallyembeddedand is impacting the amount The main organisational benefits fromhybrid work have remained constantand include staff retention, a happier Thinking of the future Where the future is concerned,organisations are focused onworkspaces that support the user 2.0 Study Background and Aims 2.1 Background The2024 and 2025Findings This study sets out the findingsfrom SFT’s New Frontiers for •43% oforganisations werecommitted to hybrid working withnone reporting to be largely office- •Most workers spent 1-3 days perweek in the office.This was the •64% of organisations were notexpecting an increase in the number •All age groups and organisationalroles preferred hybrid working, withincreased flexibility and a happierworkforce seen as the main benefits •58% of organisations had reducedtheir office space.This figure was at Both the 2024 Baseline report and the2025Updatereport can be accessed viathe SFT websitealong with all previousreports and studies onthe impacts of This study updates thesurvey evidence. Our focusis nowshifting towardsfuturefocussed workspaces so two newquestions have been included this year What does the future hold forwork andworkplace, what do we need to consider SFT were supported by BIGGAREconomics in the development ofthisstudy and those carried out in 2024 and 2.2Current Trends: Reaching an Equilibrium Hybrid working levels remain relatively stable across the UK, while Despite headlines suggesting awidespread return to the office, hybridworking has stabilised across the UK Whilst hybrid workingfigureshaverisensince March 2022, it remains moreprevalent among: •Workers with a “degree orequivalent” qualification•Workers within higher income bands This suggests that organisations havenow reached an equilibrium wherehybrid working is a common feature of 2.3Current Trends: Balancing Benefits Hybrid working creates flexibility, enabling organisations to better meet the preferences of their employees Whilst a growing body of evidencepoints to improved health, wellbeing,and work-life balance as a benefit of As many organisations have nowreached an equilibriu