Back to the Office? What the Latest CSO Data Really Shows

Recent figures from the Central Statistics Office have once again brought remote and hybrid working into focus.

According to the latest Labour Force Survey data, approximately 956,700 people were recorded as working from home in the final quarter of 2025. This represents a modest quarterly decline of 1.6 percent. At the same time, the number of people attending their workplace rose to approximately 1.86 million, returning to levels broadly in line with late 2019.

While the headlines point to a shift back towards the office, the wider context is important. The number of people working remotely remains significantly higher than pre-pandemic levels. Hybrid working is no longer an exception in the Irish labour market. It is an established feature of how many organisations now operate.

At Coopman, we see this reflected across financial services firms..

Many organisations are formalising clearer in-office expectations, commonly three to four days per week. Leaders often reference collaboration, mentorship, regulatory oversight and culture as key drivers behind structured office presence.

At the same time, flexibility continues to influence hiring and retention decisions. For many professionals, hybrid working supports better integration of work and personal responsibilities. It can broaden participation, widen access to opportunity and allow employers to tap into talent pools that may otherwise be constrained by location or caring commitments.

This creates a genuine balancing act.

Structured office presence can strengthen learning, knowledge transfer and team cohesion. Flexible arrangements can enhance inclusion and long-term retention.

In 2026, the conversation is less about choosing one model over another and more about designing working frameworks that support both performance and access to talent.

From a recruitment perspective, clarity matters. Firms that communicate expectations transparently and apply them consistently are navigating the evolving landscape most effectively.

The office is reasserting its role. Flexibility remains embedded. The organisations that understand both dynamics will be best positioned to compete for talent in a competitive market.