It’s pretty rare these days for an Aussie politician to acknowledge a mistake. So, when Peter Dutton admitted he “got it wrong” on working from home, it dominated news bulletins around the country.

Depending on your political views, Dutton either backflipped on restricting public servants’ access to hybrid work or he showed “courageous” leadership. What matters is that the decision reinforced just how strongly knowledge workers feel about WFH (whether that’s from a campervan or a spare-room desk).

This really shouldn’t have been a surprise to anyone. We already know that about 74% of knowledge workers want to work from home at least three days per week. In fact, 96% of knowledge workers either work fully from home or enjoy a hybrid work model. Plus, an incredible 29% say they would quit their job if they lost work-from-home privileges*.

So, what does this mean for your EVP?

1. It means much more than just stating we ‘offer flexibility’ in job ads

We’ve all heard about workplaces where employees say, ‘Technically, we’re allowed to wrap up at 12 on a Friday, but people judge you if you do.’ Similarly, with offering hybrid work, it’s critical to embed it in your culture so that employees genuinely feel comfortable taking advantage of it. This could involve encouraging managers to lead by example and work from home when needed and making sure important conversations don’t end in the hallway but get shared online with the wider team. Candidates will pick up on how committed you are to hybrid work by the way you talk about it in interviews and across your EB content.

2. It means (perhaps counter-intuitively!) ensuring your office is a place people want to be

While knowledge workers will vote with their feet if they’re forced back into the office full time, they still would like, on average, between 1-2 office days per week*. It turns out that braving the commute can be worth it in so many ways (we knew there was a reason we did it in the first place!). Top of the list is, unsurprisingly, the chance to connect with colleagues. But it also helps people feel more connected to the wider organisational purpose. And, for many workers, a clean, airy office space replete with modern tech often hands down beats their setup at home. Of course, it never hurts if coming into the office equals tasty snacks and fresh coffee, too. :)

3. It means being intentional about how your hybrid model will work

This is where it can be easy to fall down. Being crystal clear on expectations helps. This could involve agreeing on anchor days, specifying certain days as meeting-free days and outlining what’s actually meant by flexible work (e.g. if you don’t see an employee in the office for three weeks, is that a problem or is that OK?).

It could also involve investing in reliable platforms and tools to ensure everyone can connect and collaborate effectively, whether they’re in the office or dialling in.

Remember to keep those feedback channels open so you can adapt your approach as you go.

When you offer a truly flexible, hybrid work model that keeps your employees engaged and connected, you'll strengthen your employer brand and attract the talent you need.

* These stats are drawn from research conducted by Price Waterhouse Coopers in 2022; we’ll see more up to date data after the 2026 census.