5 friendly, practical ways to support your remote and hybrid teams in 2026

Over the past few years, remote and hybrid working have gone from an emergency response to a long‑term reality for millions across the UK. By 2025 - 2026, hybrid work has stabilised as the UK’s dominant model, with around 27% working hybrid and 11 -13% fully remote according to the ONS.  

Whether your team is fully remote, hybrid, or somewhere in between, supporting them effectively is now central to running a modern, people‑first organisation. 

Here are five friendly, practical ways to help your remote workers feel empowered, connected, and supported. 

1. Make sure everyone has the tools and information they need 

Setting people up for remote work is no longer just about handing out a laptop. 

According to recent UK research, hybrid working accounts for roughly 40% of the UK workforce - and with more employees relying on digital tools than ever, ensuring access to the right software and systems is essential.  

Here’s what to consider: 

Software & Access 

• Do employees have access to the same applications they used in the office?
• Do licences allow for remote or multi‑device access?
• Could collaborative tools - like project management software, shared calendars, or screen‑sharing boost productivity? 

✔ Mental Health Support 

• Government data shows that strengthened employee support frameworks are a key part of new employment rights from 2026. Consider sharing available resources or offering access to an EAP.  

✔ Financial or Practical Support 

• Are employees aware of reimbursements, equipment allowances, or company support packages?
• New employment rights rolling out from 2026 - 2027 include expanded sick pay and improved leave options, which can directly support remote workers.  

Clear communication is crucial - make sure people know what’s available and where to find it.
 

2. Celebrate wins, big and small 

Remote workers can sometimes feel invisible - so recognition matters more than ever. 

Instead of a cake in the office kitchen, try: 

• Sending a digital card, e‑voucher, or small gift.
• Giving a shout‑out in team meetings.
• Making space in newsletters or channels to celebrate people.
• Offering a personal phone or video call to express thanks. 

Remote and hybrid workers consistently report better work - life balance and satisfaction, so reinforcing positivity keeps morale high.  

3. Don’t underestimate the power of a phone call 

Messaging apps and email are essential, but sometimes a good old‑fashioned voice call makes all the difference. 

In 2025 - 2026, hybrid roles remain the norm for UK organisations, and many workers report feelings of isolation when communication becomes too transactional. A quick call can: 

• Clarify tone
• Build rapport
• Reduce misunderstandings
• Offer human connection 

Hybrid working research emphasises that connection and communication quality are key to successful remote collaboration.  

4. Support employee wellbeing proactively 

Wellbeing is no longer optional - it's central to retaining talent and sustaining productivity. 

Practical ways to support wellbeing include: 

• Offering EAPs or signposting trusted mental health resources
• Encouraging regular breaks
• Scheduling informal check‑ins
• Rotating workloads to avoid burnout
• Ensuring employees understand flexible working rights. 

From April 2026, new UK reforms include expanded statutory sick pay with no minimum earnings threshold and no waiting period, making wellbeing support even more critical.  

ONS and global research show hybrid workers enjoy improved work‑life balance, and wellbeing-focused workplaces see measurable gains in performance.  

5. Prepare for long term flexibility - it’s here to stay 

The UK’s shift toward flexible working isn’t slowing down. 
By late 2025: 

• 27% of workers hybrid and 13% fully remote
• Hybrid working is now the second highest globally, just behind Canada   

Plus, policy changes are reinforcing flexibility: 

Key legal updates 

• The Employment Relations (Flexible Working) Act 2023 (in force since April 2024) introduced the right to request flexible working from day one.
• Further reforms in the Employment Rights Act 2025–2027 will require employers to provide stronger justification when rejecting flexible working requests, and to consult before doing so. 

What this means for employers: 
Now is the perfect time to refresh or formalise a home‑working or flexible‑working policy that reflects your organisation’s expectations, culture, and compliance obligations. 

Remote and hybrid working are no longer temporary solutions - they’re woven into the modern UK workforce. By giving your employees the right tools, showing genuine appreciation, staying connected, prioritising wellbeing, and embracing long-term flexibility, you’re not just supporting today’s workforce - you’re building a thriving, resilient organisation for the future. 

References 

1. Remote Work Laws & Statistics (UK, 2024–2026) 
   Overview of UK remote work patterns, hybrid adoption trends, and legal context. 
   https://remotelaws.com/remote-work-laws/countries/europe/united-kingdom/
2. Remote Working Law in 2026 – HRD 
   Analysis of UK flexible working legislation, tribunal trends, and employer obligations. 
   https://www.hrdconnect.com/2026/02/24/remote-working-law-2026-new-phase/
3. UK Government – Plan to Make Work Pay & Employment Rights Act Timeline (2026) 
   Official breakdown of new employment rights rolling out in 2026. 
   https://www.gov.uk/government/publications/implementing-the-plan-to-make-work-pay-and-employment-rights-act/plan-to-make-work-pay-and-employment-rights-act-timeline-update
4. UK Government – New Employment Rights: Guidance for Businesses & Workers (2026) 
   Updated guidance on sick pay, paternity leave, hybrid work expectations and more. 
   https://www.business.gov.uk/campaign/employment-changes/
5. Hybrid Working & UK Government Policy – House of Commons Library (2025) 
   Insight into adoption rates, hybrid patterns, and policy context. 
   https://commonslibrary.parliament.uk/hybrid-working-and-uk-government-policy/
6. Remote Working Statistics UK 2025 – StandOut CV 
   Latest data on hybrid vs fully remote work, employee preferences, employer policies and trends. 
   https://standout-cv.com/stats/remote-working-statistics-uk
7. UK Remote Work Statistics 2026 – ModernCV 
   Employment breakdown, demographics, and hybrid working adoption rates as of Oct 2025. 
   https://moderncv.co.uk/uk-remote-working-statistics
8. UK Remote & Hybrid Working Data – Statista (2026) 
   ONS‑based data showing 2020–2026 working location trends. 
   https://www.statista.com/statistics/1207746/coronavirus-working-location-trends-britain/
9. Employment Rights Act 2025 – Flexible Working Factsheet (Gov.uk) 
   Details of Day‑1 flexible working rights and upcoming procedural improvements. 
   https://assets.publishing.service.gov.uk/media/695ff42d47867b8e14f7653f/flexible-working-factsheet.pdf
10. Family Friendly Rights & Flexible Working – Eversheds Sutherland (2025–2027) 
    Deep analysis of expanded flexible working requirements and new “reasonableness” tests. 
    https://www.eversheds-sutherland.com/en/united-kingdom/insights/family-friendly-rights-changes-including-flexible-working