Hybrid work model remains strong in 2026 and reignites the debate over returning to the office in companies

A survey shows that about 60% of Brazilian organizations plan to adopt the model permanently; the new scenario reinforces challenges related to management, productivity, mental health, and labor compliance

Even after the end of the pandemic, the hybrid work model has not only endured but has consolidated itself as the preferred format among Brazilian companies. Data from KPMG indicates that 62% of organizations intend to maintain it permanently. A survey by ABRH Brasil shows that nearly half of companies (46.2%) already operate under a hybrid model in their routine.

The trend, now firmly established for 2026, has reignited the debate about a full return to in-office work — and, above all, about the legal and managerial challenges that this structural transition imposes.

According to Fernanda Miranda, partner in the Labor Practice at Duarte Tonetti Advogados, the hybrid model requires a deep review of internal practices. “Adopting a hybrid format requires adjustments to policies and employment contracts to ensure clarity regarding rules, responsibilities, and deliverables. This reduces labor risks, standardizes practices, and strengthens legal certainty. It also promotes cultural alignment and transparency, supporting a more efficient and balanced work environment,” the specialist explains.

Among the main areas of attention are working hours control, infrastructure, ergonomics, and occupational health outside the corporate environment. Miranda explains that companies must apply Occupational Risk Management (GRO) as established in NR‑1, including the assessment of remote work risks, ergonomic guidance, training records, and proper documentation. “It is advisable to collect acknowledgment and adherence statements, document the delivery of equipment, and maintain reliable time-tracking systems. This ensures legal support and employee protection.”

The absence of clear rules may lead to conflicts and labor claims. For this reason, formally establishing the hybrid regime — through internal policies, contractual provisions, and transparent communication — is essential. “In this context, labor compliance becomes indispensable to ensure regulatory compliance, prevent risks, and strengthen governance in employment relationships,” Miranda adds.

According to the lawyer, beyond legal requirements, the hybrid model also challenges organizations to rethink culture and leadership. “In a scenario with less physical presence, clear communication, the absence of misunderstandings, and mutual trust are no longer differentiators — they become pillars to sustain cohesion, engagement, and high performance.”

Miranda also highlights that maintaining the model in the coming years will depend on organizational maturity. “Hybrid work can only be sustained in the long term when there are consistent practices, continuous alignment, and an environment where people feel valued, connected, and capable of delivering results with autonomy.”

Source: Opinião RH