The workplace in 2025: five things to know

While we reflect on our learns from 2024, it’s time to plan for the year ahead. Artificial intelligence, remote working opportunities and skills development – what can we expect from the workplace in 2025? 

Technological advancement continues to dominate the headlines, leaving many curious and apprehensive over the tasks, or even roles, AI will soon be able to perform. Meanwhile, more CEOs expect employees back in the office five days a week. 

Here are our five biggest workplace trends impacting your career in 2025. 

AI can do your job – how will you respond? 

Unsurprising, artificial intelligence and its evolving capabilities continue to steal headlines with regard to the future of the workplace. However, opinion toward AI and its role in the world of work is shifting. 

A study by YouGov in the US earlier this year found growing concern among workers over AI’s capacity to eradicate jobs. Fifty-six per cent of professionals feel that job opportunities will decrease, while those that use AI tools were most alarmed by the prospect of this technology replacing people. The equivalent UK survey revealed that just 32% of people think the public sector workplace will be positively impacted, with 74% believing that it will result in fewer jobs (with just 5% predicting more opportunities). 

Where does this leave us humans? Jamie Dimon, CEO at JPMorgan Chase, foresees a world in which workers adapt, rather than sit out: “If AI changes jobs and operations elsewhere, we’ll deal with it… We love to retrain people, redeploy them, re-educate them.” 

With the need to upskill and reskill clearer than ever, workers must respond. In addition to learning outside of work, this involves finding ways to retrain with employers. In their 2024 global report, ADP Research uncovered that just over half of workers who feel strongly about AI are getting the workplace skills training they need. Is your organisation making the same effort? 

Soft skills – and problem-solving in particular – grow in importance 

As technology’s reach extends to new areas of the workplace, people should flex the soft skills that set us up for success. Otherwise known as human or transferable skills, these capabilities are the ones that AI will struggle to replicate effectively. Indeed, YouGov’s UK report on AI found that respondents were reluctant for processes such as decision-making or HR responsibilities to leave the remit of trained professionals. 

Following the pandemic, a white paper on Industry 5.0 and its impact found that problem-solving abilities would be the most valuable in 2025 and beyond. Another investigation by the World Economic Forum also found that five of the top ten skills by 2025 would relate to problem-solving and critical thinking. 

It appears that these forecasts are coming to pass. Whether by complementing AI’s output or working with other humans on complex challenges, developing and utilising this skillset is going to help you succeed. 

Where will we work? 

2024 was the year that Amazon decided that employees should return to the office five days a week. In Australia, public servants in the state of New South Wales have also been ordered back full-time, while the UK’s new chancellor believes in the same. On top of this, a KPMG survey of 1,300 CEOs worldwide found that 83% expect a full return to office within three years – up from 64% in 2023. 

The UK government has announced new laws on flexible working, closely aligning with the EU’s own policy that grants workers the right to request this. Japan and Malaysia introduced legislation in 2024 that offers the same opportunity to parents (like in the EU), with Singapore to follow suit in December. However, employers can refuse any requests on several grounds, especially if the applicants are not primary caregivers. 

While supposed increases in productivity and collaboration are often cited as reasons to end remote working, it appears that there are other benefits for companies who are struggling financially. BambooHR reported that a quarter of VP and C-suite executives hoped employees would quit rather than return to the office, reducing the need to make layoffs. The bad news for people who prefer remote working model is that the economic factors behind this aren’t changing anytime soon. 

Despite this, news of Amazon’s mandate has been met with scepticism and criticism in many quarters. In Hays’ UK What Workers Want report, professionals named flexibility as the second most important factor when deciding between employers (after salary). In the rest of Europe and the Middle East, over half of workers surveyed in Hays Salary Guides confirmed flexible working as their most important benefit.  

Not every organisation will be as bold as Amazon, and remote working opportunities will be out there in 2025. For example, employers in Australia and New Zealand aren’t ready to make changes, with 74% confirming that their current model will remain the same in 2025. However, this setup could be less common than in recent years, so it’s up to you to decide whether it’s a dealbreaker. Given that some leaders have already confessed that the policy should lead to resignations, will you do the same if your employer takes this step?  

Does contracting offer skilled workers greater satisfaction? 

In a recent edition of his LinkedIn newsletter, Hays CEO, Dirk Hahn outlined the benefits for organisations in making contract workers a part of the blended workforce. The reality is that these contractors can offer employers greater flexibility and lower costs at a time when budgets are tight. During research for the Salary Guide in Australia and New Zealand, Hays found a 7% increase in companies planning to hire temporary workers compared to last year. 

The good news for workers is that contracting also offers them greater flexibility. In fact, during research for the Hays US and Canada Salary Guides this year, 47% of contractors cited this as the main reason to leave behind permanent roles. If you can line up contracts back-to-back, there’s also the likelihood that your skillset could earn you higher compensation over the course of a year, as well as the opportunity to develop important skills. These advantages will only improve as organisations further incorporate contractors into workforce planning, as well as emerging technologies and changing legislation in some parts. 

For those skilled individuals who prioritise flexibility, contracting might be the answer. However, it’s not a transition that can be made quickly. Embarking on this career path involves setting up your business correctly under the relevant tax rules, being proactive in self-promotion and brand building, and having the right attitude towards networking. You can find out more on how to get started as a contractor here. 

Sustainability goals can’t be dumped on the wayside 

Could businesses’ current pursuit of short-term profits come at the expense of their sustainability pledges? As organisations tighten the purse strings and reallocate investment, environmental, social, and governance (ESG) might be set to suffer. 

According to Deloitte’s 2024 Sustainability Action Report, businesses are continuing to commit to reporting but admit that challenges are holding them back. How can you hold your employers to account and ensure these obstacles don’t impact the progress of recent years? 

Kirsty Green-Mann, Hays’ Global Head of Sustainability, advises: “Despite economic challenges, ESG continues to remain high on the agenda, particularly due to increasing regulation and customer demand for stronger credentials. 

“Asking the relevant questions of your organisation demonstrates that employees are interested and that it’s important for employers to stick to their commitments. Keeping an eye on what competitors are doing and sharing information on general trends as to why this continues to be important can also help.” 

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