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HSBC’s Office Mandate: The Legal Implications of Reversing Remote Working Trends

As HSBC considers requiring staff to return to the office three days a week, Head of Employment Tania Goodman explores the legal implications for employers revisiting hybrid working arrangements.

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Published 23 June 2025

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In light of reports that HSBC is considering requiring all staff to attend the office at least three days a week, the move signals a broader shift in the corporate approach to hybrid working. As employers reassess post-pandemic working arrangements, legal and contractual considerations are increasingly coming to the fore. Our Head of Employment, Tania Goodman, explores the legal risks and potential tensions such mandates may raise.

“HSBC is reportedly considering mandating all staff to attend the office at least three days a week, aiming to better balance operational needs with the hybrid working model. Any staff pushback could underscore the growing tension between post-pandemic employee expectations and evolving business requirements.

In the UK, employers can generally require a return to the office if this is consistent with the terms of the employment contract. However, where remote or hybrid working has been in place for a sustained period and informally accepted, it may have become an implied contractual term, particularly if no express reservation was made that working patterns could change.

In such cases, imposing new in-office requirements without adequate consultation risks claims of breach of contract or constructive dismissal. Employees may also invoke their right to request flexible working or seek reasonable adjustments, especially where health or caring responsibilities are involved. Blanket mandates must therefore be handled with care.

HSBC may also be mindful of the anticipated Employment Rights Bill reforms, which are set to strengthen employees’ protections and make unilateral changes to working conditions significantly more difficult in future.”

As hybrid working becomes an entrenched expectation for many employees, businesses must take a thoughtful and legally informed approach when revisiting office attendance policies. The success of any transition back to the office will rely not only on operational needs but also on transparency, consultation, and respect for employees’ contractual and statutory rights.

Need guidance on navigating return-to-office policies?

Our Employment team can help you manage legal risks and employee expectations with confidence. Contact our expert Employment Team today.

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Shorter Reads

HSBC’s Office Mandate: The Legal Implications of Reversing Remote Working Trends

As HSBC considers requiring staff to return to the office three days a week, Head of Employment Tania Goodman explores the legal implications for employers revisiting hybrid working arrangements.

Published 23 June 2025

Associated sectors / services

  • Employment law for employees
  • Employment law for employers

Authors

In light of reports that HSBC is considering requiring all staff to attend the office at least three days a week, the move signals a broader shift in the corporate approach to hybrid working. As employers reassess post-pandemic working arrangements, legal and contractual considerations are increasingly coming to the fore. Our Head of Employment, Tania Goodman, explores the legal risks and potential tensions such mandates may raise.

“HSBC is reportedly considering mandating all staff to attend the office at least three days a week, aiming to better balance operational needs with the hybrid working model. Any staff pushback could underscore the growing tension between post-pandemic employee expectations and evolving business requirements.

In the UK, employers can generally require a return to the office if this is consistent with the terms of the employment contract. However, where remote or hybrid working has been in place for a sustained period and informally accepted, it may have become an implied contractual term, particularly if no express reservation was made that working patterns could change.

In such cases, imposing new in-office requirements without adequate consultation risks claims of breach of contract or constructive dismissal. Employees may also invoke their right to request flexible working or seek reasonable adjustments, especially where health or caring responsibilities are involved. Blanket mandates must therefore be handled with care.

HSBC may also be mindful of the anticipated Employment Rights Bill reforms, which are set to strengthen employees’ protections and make unilateral changes to working conditions significantly more difficult in future.”

As hybrid working becomes an entrenched expectation for many employees, businesses must take a thoughtful and legally informed approach when revisiting office attendance policies. The success of any transition back to the office will rely not only on operational needs but also on transparency, consultation, and respect for employees’ contractual and statutory rights.

Need guidance on navigating return-to-office policies?

Our Employment team can help you manage legal risks and employee expectations with confidence. Contact our expert Employment Team today.

Associated sectors / services

  • Employment law for employees
  • Employment law for employers

Authors

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