New research shows rising dissatisfaction with office attendance requirements as employees cite cost, stress and productivity pressures.
Employers across Ireland’s financial services sector are facing renewed scrutiny over office attendance policies, as new research indicates that current requirements are influencing employee satisfaction, retention and hiring dynamics.
A report by recruitment firm Morgan McKinley finds that 51% of employees are dissatisfied with their organisation’s office attendance expectations. The findings highlight a shift in workforce expectations, with 62% of respondents saying that increased time in the office has heightened their desire to leave their role.
“Employees still see value in being together for collaboration, learning and connection. But they are also saying that office attendance comes with real costs”
The data points to a complex recalibration of workplace norms. While three days in the office has become the most common model, reported by 32% of employees and 38% of employers, the broader sentiment suggests that this balance is not universally supported.
A significant share of the workforce links current policies to practical and professional pressures, including higher commuting costs, reduced flexibility and perceived declines in productivity.
Cost remains a central concern. Seven in ten employees said they would require higher pay to offset the additional expense of commuting, while 64% reported that office requirements are contributing to stress or burnout. A further 60% said increased office attendance is having a negative impact on their productivity.
Signs workplaces are settling into hybrid
Despite this, expectations for policy stability remain strong. More than four out of five employees and employers expect office attendance requirements to remain unchanged over the next 12 months.
This suggests that while debate around remote and hybrid working has settled at an organisational level, the underlying tensions around its impact are still working their way through the sector.
The report also highlights a gap between employer rationale and employee experience. Many firms continue to emphasise the role of office-based work in supporting collaboration, professional development and organisational culture. Employees, while recognising these benefits, are placing greater weight on flexibility and the day-to-day realities of working life.
Flexibility has become a critical factor in both recruitment and retention. Previous Morgan McKinley research shows that 66% of employees rank hybrid working and flexible hours among their most valued benefits, while 62% of jobseekers have declined roles that did not offer sufficient flexibility. This trend is shaping how candidates assess opportunities and how employers position themselves in a competitive labour market.
The findings also underline the role of hybrid working in supporting employees with responsibilities outside of work. Nearly half of respondents said they have caring responsibilities, highlighting the practical importance of flexibility in managing personal and professional commitments. The data shows this is broadly consistent across genders.
However, the experience of office attendance is not uniform. Female respondents were more likely to report increased stress linked to in-office work, with 69% citing burnout compared to 58% of male respondents. Women were also more likely to say that office-based policies reduce support for minorities, a view expressed by 28% of female respondents versus 12% of men.
Trayc Keevans, Global FDI Director at Morgan McKinley, said the conversation around return to office has evolved beyond simple metrics such as days in attendance.
“The return to office debate has moved on. It is no longer simply about how many days people spend in the office. It is about whether current workplace models are helping firms to attract and retain talent or making that harder,” she said.
“The research shows very clearly that employees still see value in being together for collaboration, learning and connection. But they are also saying that office attendance comes with real costs, from commuting expenses to lower flexibility, higher stress and, according to many respondents, less productive time.”
She added that employers are now navigating a more nuanced challenge as they balance organisational priorities with workforce expectations.
“For employers, the challenge now is to make sure office policies support performance without creating unnecessary pressure on retention, recruitment and morale. That means recognising that flexibility is not a fringe benefit, but a core part of how people manage work, caring responsibilities and career decisions.”
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