The Future of Work: Trends and Innovations Emerging in 2025

The way we work has undergone significant changes over the past few years. With the rise of hybrid and remote working, the increasing use of AI in hiring and data management, and new labour laws aimed at boosting worker rights, it's clear that the traditional notion of work is evolving. As we step into 2025, several trends and innovations are set to shape the future of work.

The Battle for Remote Work

In recent months, major companies such as Starbucks, Disney, Apple, and Amazon have announced new policies mandating their employees to cut back on working from home and return to their offices for at least five days a week. However, this move was met with backlash from employees who went on strike, sent public letters to employees, and even quit. The concept of "hushed hybrid" working has emerged, where employees can work from home despite an official company policy mandating otherwise.

While some organisations are backtracking on flexible working, many are still focusing on flexibility. According to the 2023 Flexible Jobs Index by Timewise, 31% of job adverts overtly offer flexible working, up from 15% in 2019. As Tom Cornell, an organisational psychologist at HireVue, notes: "Remote work will still be key for many employers next year, particularly with the introduction of the Employment Rights Bill which gives employees the right to flexible working from day one."

Employers must build flexible working arrangements into their recruitment and talent strategies from the outset. Emily Maguire, career and business consultant at Reflections Career Coaching, adds: "As we move into 2025, we can expect companies to move to more hybrid models of working and less fully remote work, whereby employees will work from both home and the office."

The way we think about work has also changed, with more people prioritising their health and happiness over traditional career progression. As Hiraman notes: "We've changed the way we think about work — with more people prioritising their health and happiness over traditional career progression." This shift in mindset is reflected in the increased demand for flexible working arrangements and the need for employers to adapt to this changing landscape.

More AI Intervention in Hiring

Around three in 10 UK employers are implementing AI in their recruitment process. As of mid-2023, 16% of businesses were using some form of the technology for hiring, cybersecurity, or streamlining other processes. According to Alastair Brown, chief technology officer at BrightHR: "AI is still underutilised by businesses across the globe, primarily due to a lack of understanding about how it can be adopted ethically and purposefully."

In 2025, we are likely to see this change as governmental regulation of AI strengthens, especially in the UK, which will help define the parameters for the fair and ethical use of AI in the workplace. As Brown notes: "More businesses will recognise the need to create clear policies on the use of AI and lay out guidelines for how it can be adopted purposefully and successfully in the workplace."

The increased use of AI will place more emphasis on hiring workers with socioeconomic skills such as empathy, especially for tasks that require a personal touch. Emily Maguire notes: "The increased use of AI will also place more emphasis on hiring workers with socioeconomic skills such as empathy — especially for tasks that require a personal touch, such as building strong relationships."

Emphasis on Human Skills

Many companies are trying to find the right balance between automation and human interaction. As Emily Maguire notes: "Curiosity, adaptability, and resilience will also be key." Workers who excel in these skills will be keen problem solvers, able to think creatively, adapt to workplace technology advancements, and upskill to stay relevant in the changing job market.

Stronger Workplace Rights

Next year is set to be a big year for employment law. Under the Labour government, there have already been significant changes to employment and equality legislation, most notably the upcoming Employment Rights Bill and the Equality (Race and Disability) Bill. According to Rachel Lewandowska, managing director at Avant Garde London: "Under new legislation — likely to come into force by 2025 — employees could have the right to request flexible working from day one."

Employers must provide a response faster than the current three-month timeframe. New rules promoting gender pay gap reporting and greater pay transparency across roles may be introduced, especially for larger companies. Kate Palmer, employment services director at Peninsula, adds that there will be greater protections against unfair dismissal and a possible ban on zero-hour contracts.

Right to Disconnect

It's easy for the pressures of work to spill over into non-work life, especially for home-workers. In recognition of this, lawmakers in Spain and France have given workers the legal right to disconnect from work. Essentially, this means employees can leave their work at work — without emails, phone calls, and messages bothering them outside of their allocated working hours.

As Kate Palmer notes: "Employers should keep an eye on the right to disconnect, which may see some development in the UK in 2025." It's not been included in the Employment Rights Bill because no actual law on it will be introduced. Instead, a statutory code of practice will be put in place which places expectations on employers to manage it correctly.

Non-Traditional Benefits

We're also likely to see an increased focus on employee health, which includes better mental health resources. As part of this "wellbeing" drive, employers may offer non-traditional benefits like paid leave for menstrual problems, fertility benefits like egg freezing, and better support for workers going through menopause.

According to Lauren Chiren, CEO and founder of Women of a Certain Stage: "Women and people who menstruate and go through menopause should have access to workplace adjustments, flexible hours, and menopause-specific health resources." By advocating for meaningful workplace support — especially during life transitions like menopause — we can create workplaces that empower and inspire us to bring our best selves to work and beyond.

In conclusion, the future of work is set to be shaped by several trends and innovations emerging in 2025. With the increased use of AI, a focus on human skills, stronger workplace rights, and an emphasis on employee health, employers must adapt to this changing landscape and provide flexible working arrangements that meet the needs of their employees.