Canada’s return to the office and the reshaping of hybrid work
The state of remote work in 2025
The remote work revolution may not be over, but in Canada’s corporate towers, the pendulum is swinging back; toward the office, toward routine, and toward a more structured form of hybrid work.
Over the past year, a growing number of Canada’s largest employers have moved to tighten expectations around office attendance. The message is clear: flexibility remains, but not without boundaries.
Banks Lead the Charge: Back to the Office, Four Days a Week
Take the big banks. This summer, the Bank of Montreal told staff that by September, most will be expected in the office four days a week. They join RBC, Scotiabank, and CIBC, all of which are rolling out similar policies across their corporate workforces. TD Bank is sticking with a minimum three-day office requirement.
Why the shift? Leaders say in-person collaboration fosters innovation, strengthens culture, and helps develop younger workers. “If our clients are back in boardrooms, we need to meet them there—not just through screens,” one HR executive explained.
The move reflects a broader trend: employers believe face time matters—especially in industries like finance where relationships still drive business.
It’s not just Canadian banks drawing new lines. Starbucks recently told its Toronto corporate staff they’ll soon be expected in the office four days a week, up from three. U.S. employees face the same rules. Managers must even relocate near head offices in Toronto or Seattle within the year.
Starbucks’ CEO framed the shift as necessary to strengthen culture and speed up decisions. “In-person work fosters collaboration we just can’t replicate remotely,” he said.
Despite stricter mandates from some employers, hybrid work isn’t going anywhere.
Surveys show Canadian workers strongly prefer it: nearly 50% of job seekers want hybrid roles while only 26% are looking for fully remote positions.
Hybrid job postings reflect this balance. According to Robert Half, about 29% of job listings in Canada today offer hybrid models. 12% are fully remote. The rest are on-site.
Employees cite flexibility as a key benefit—better mental health, more control over their time, and savings on commuting. For many, remote work isn’t just a perk anymore; it’s an expectation.
Why Are Companies Pulling Back?
Several factors are driving the push back to offices:
Productivity Concerns: Employers worry remote setups make it harder to onboard, mentor, and innovate.
Market Power: With unemployment lower, companies feel they have more leverage to dictate terms.
Client Expectations: Industries like finance value face-to-face meetings, not just virtual ones.
Some legal experts caution that employees might have grounds to push back—especially if remote arrangements were promised as permanent. But such cases are rarely straightforward.
The Employee Pushback Is Real
That doesn’t mean workers are happy about stricter office rules. In a recent Canadian poll, 79% said hybrid work improved their well-being. 70% said it’s helped their mental health. Some are voting with their feet. Recruiters report that workers are increasingly willing to change jobs to protect their flexibility.
The future seems clear: hybrid work is now the standard for many Canadian offices, but the shape of it will keep evolving.
Banks, consulting firms, and other relationship-driven businesses lean toward more in-office days.
Tech companies, smaller firms, and digital-first organizations maintain more generous flexibility.
Companies are also refining policies—clarifying expectations on cybersecurity, home office setups, and performance standards.
For staffing and recruitment firms, these trends offer both challenges and opportunities. The role of the recruiter is evolving alongside the workplace itself.
Staffing firms must help clients understand that flexibility remains a key factor in attracting and retaining talent. While some organizations can push for more in-office days, others risk losing candidates if they fail to offer hybrid arrangements. Firms that bring data on candidate expectations and market trends can strengthen their advisory roles.
On the other hand, candidates must now be prepared to operate effectively in both office and remote environments. Staffing firms can help by coaching job seekers on expectations around hybrid work—whether it’s maintaining visibility in the office, managing performance remotely, or navigating evolving workplace norms.
As companies reshape roles to fit hybrid models, staffing firms can advise on realistic job structures—helping employers design roles that align with candidate preferences and business needs.
For staffing firms themselves, offering flexible work models internally remains a key lever to attract recruiters in a competitive labor market.
The Bottom Line
The Canadian workweek isn’t what it was in 2019—and it’s not returning to pandemic-era norms either. Instead, a new balance is emerging.
For most office workers, hybrid means blending time at home with structured office days. The days of working in sweatpants from the couch five days a week are fading. But so too is the rigid, every-day-in-the-office model.
For staffing firms, this is a moment to lean in: to advise, to educate, and to position themselves as trusted partners in navigating this evolving landscape.
In 2025, hybrid isn’t just a perk—it’s the new reality. And those who understand its nuances will have the edge.