The last decade has seen the greatest shifts in the workplace since the Second World War.
While some predictions such as the 4-day working week have not come to pass, others have boomed.
In 2024 alone, emerging tech brought AI to the forefront. These tools and technologies have revolutionised recruitment practices and processes.
A huge influx of GenZ workers has also disrupted traditional employment offerings and working practices. To capture this new wave of top talent, employers have had to modernise and adjust their models to suit GenZ’s expectations.
The bells of 2025 promise to ring in new changes for our working lives.
Here is some of what we can expect for 2025 and the modern workplace.
AI and human collaboration.
In 2024, recruitment processes embraced the power of AI. Talent teams came to rely upon AI to source, screen and assess job applicants.
While these tools are time-rich, recruitment processes that rely too heavily on tech lead to a host of problems. Critics cite AI bias and skills mismatches as just two examples of how reliance on AI can negatively affect ethical and effective recruitment practices.
In response, candidates also began leveraging this technology. Writing CVs, interview preparation and even interview coaching were all used to escalate and enhance suitability for a role.
Some experts now predict that 2025 will see a swing back toward a more collaborative relationship between humans and AI technology in recruitment.
Just as with many working relationships, empathy and human connection are the cornerstone of success. Of course, adopting AI is fundamental to innovation, longevity and success. However, it cannot fully replicate the nuance of individual experiences and human interaction.
Hybrid and flexible working.
Debates around hybrid working continue. Over the past few years, employer demands about time on-site have escalated. Now, the norm appears to be a working week that offers a 60/40 office vs. home split.
This model looks set to stay with related variations around flexible working. Once again, the arrival of GenZ has accelerated the challenge to traditionalists who advocate a full-time, in-office model
In contrast, Gen Z workers demand flexible packages in line with their lifestyle and values.
Arguments around organisational cohesion and work/life balance will continue to rumble on as businesses chop and change their working patterns to find a fit that meets both.
Hybrid…but ssshhhh!
One way that businesses might combat this debate is to offer ‘under the radar’ flexibility; a term coined as “Hushed Hybrid”.
In this model, managers offer subtle increases or adjustments to remote working, even in the face of organisational demand.
The pandemic and its aftermath taught us that remote working is possible. Flexible teams have been shown to be happier and more productive. In many cases, retention rates have also improved. Some studies have shown a 33% lower turnover rate when businesses are more flexible in their hybrid approach.
This is far from a fix-all approach though! Muddy water tactics instigate disquiet among employees and have been found to escalate tension among departments and teams.
Clarity, fairness and a harmonious balance are key for successful hybrid models.
Side hustles.
Industry research shows that second jobs and side hustles are becoming increasingly popular. Women in particular are taking this route to boost income and enhance job satisfaction.
By the end of 2025, it’s predicted that many of us will split our working day between 2 locations and roles as part of our normal routine.
Clarity and Transparency.
GenZ and its takeover of the working world will necessitate business clarity and transparency in 2025. More than any other, this cohort makes decisions over where to work based on organisational approaches to important topics such as DEI, Sustainability, Employee well-being and Learning and Development.
‘Clarity Chasing’ is a trend that will require organisations to be transparent about job roles, expectations and career progression.
GenZ will demand the elimination of ambiguity. Unclear boundaries and ever-shifting expectations will need to be a thing of the past if organisations wish to capture the next wave of top talent.
Inclusive benefits packages.
As workers become more aware of their overall well-being, 2025 will demand a more holistic and inclusive approach to standard company benefits packages.
Employees are attaching more importance to non-traditional benefits. Practices such as fertility benefits (egg freezing for example) are becoming increasingly common.
This demand has arisen from the societal struggle to access healthcare by traditional means. Waiting lists for treatments and consultations are at an all-time high so employees are attracted to organisations that can fast-track routes into treatment.
Data from Healix Health shows a 500% increase in employers offering fertility benefits (IVF and egg freezing) since 2020. Additionally, packages that include neurodevelopmental support have increased 400% since 2022.
These advances are not just tokenistic and are being used. Employees who have made claims for fertility benefits have increased by over 3000% since 2020 while those making claims for neurodevelopmental support have increased by over 100%.
Generational divide.
Next year, as many as 5 generations may be working side by side in one organisation. This generational divide has the potential to divide or conquer depending upon the workplace approach.
Skill set misalignment, attitudes, expectations and the readiness to accept change are all factors that may create friction among teams.
But of course, this inter-generational workforce has its benefits. Intellectual property, mentorship and the teaching of new skills in all directions are all positive outcomes of generational diversity.
Successful organisations will go beyond just acknowledging these differences. Instead, they will take steps to maximise the unique strengths each generation can bring.
Legal reforms.
2025 is going to be a big year for employment law.
The Labour government have already brought many changes to employment legislation.
The incoming Employment Rights Bill and the upcoming Equality (Race and Disability) Bill will bring 28 reforms to worker rights and protections; the most significant development to employment law in many decades.
In light of this, organisations must take the learning and education of its HR teams, managers and employees seriously to remain legally compliant and ethical.
If you enjoyed this look into the workplace trend predictions for 2025, you may also enjoy our recent blogs about the top tech trends of 2025 and The UK Jobs Market in 2025.
