The number of workers in Great Britain taking their employers to employment tribunals over remote working fell last year for the first time since Covid hit, according to an analysis of tribunal records.
There were 54 employment tribunals decided in England, Scotland and Wales in 2025 that cited remote working, the HR consultants Hamilton Nash found. That was down 13% on 2024.
The drop may point to shifting conditions in the jobs market. Experts said a rising unemployment rate could be making some workers less willing to challenge return-to-office rules or walk away from their jobs, even when they are unhappy with new working arrangements.
Remote working became a major workplace issue during and after the pandemic, as many employees grew used to splitting time between home and the office. In some cases, disputes over where work should be done have ended up in formal legal claims when employees and employers could not agree on a return-to-office policy.
According to the analysis, last year’s decline was the first in such cases since the Covid era began. The figures also come amid wider debate about flexible working rights and whether the law gives staff enough protection when employers want more face-to-face attendance.
Experts cited by the analysis pointed to an improved right to request flexible working as another possible reason for the fall. That may have given some employees a better route to negotiate arrangements without resorting to tribunal proceedings.
The tribunal figures cover England, Scotland and Wales and relate to cases decided in 2025 that referenced remote working. While the total was lower than the previous year, the issue remains a live one for employers and workers alike, particularly as many businesses continue to revisit hybrid and office-based policies.
The findings suggest that tribunal disputes over remote working may be influenced not only by company policy but also by broader economic pressures. When jobs are harder to find, workers may be less likely to risk conflict with an employer, even if they object to changes in where they are expected to work.
At the same time, the continued use of flexible working requests may be reducing the number of cases that reach the tribunal system. Together, those factors appear to have contributed to the first annual fall in remote-working tribunal cases since the pandemic reshaped working life.
