UKRI Hybrid Working Policy: PCS response and what comes next

UKRI has now published its final hybrid working policy – but while the language has softened, the substance remains largely unchanged.

What’s changed – and what hasn’t

Following consultation, PCS has reviewed the final proposals against member feedback. While UKRI now describes hybrid working as “fluid” and places more emphasis on wellbeing, inclusion and individual circumstances, the core model still relies on expected office attendance levels based on role.

That means tiered attendance expectations of up to 40 – 60% office-based working in some cases – raising real concerns about mandatory attendance in practice.

Why PCS is concerned

Members were clear in our survey about the risks – and many remain unresolved:

  • Cost-of-living pressures: Increased commuting will hit members’ finances, especially lower-paid staff
  • Impact on carers: Flexibility is not built into the model, forcing people into formal processes to manage responsibilities
  • Disability and health: Staff may have to justify remote working rather than being trusted to choose what works best
  • Centralised decision-making: Senior management retain the final say on attendance levels
  • Capacity and climate concerns: UKRI has not demonstrated it can accommodate increased office use without impacting facilities or its environmental commitments.
PCS position

This is a shift in tone – but not in substance. The policy risks undermining the flexible ways of working that members value and that UKRI has benefited from.

What happens next

PCS will continue to challenge these proposals – and we need your help to do it.

  • Share your views in our upcoming survey
  • Join the members’ meeting on 17 June
  • Not a member yet? Join PCS today.

Together, we can push for a genuinely flexible, fair hybrid working model that works for everyone – not just UKRI.