The top companies with hybrid and remote work models

The corporate shift toward remote and hybrid work arrangements is almost entirely upon us. It wasn’t that long ago when employees would be hard-pressed to find an employer that offered a flexible work schedule. If you were lucky, you’d get the option to work from home one day per week, sometimes per month. Today, many organizations offer a range of options—from fully remote to structured hybrid—so people and teams can work where they’re most effective.

Nowadays, if you’re a business owner who still operates on the traditional 9-5 in-office schedule, you’re in the minority. According to the Scoop Flex Report, more than two-thirds of US companies still offer work felxibility — despite the push for RTO by big corporate players like Amazon and JP Morgan Chase early in 2025.

The future of work is flexible, and we’re seeing this play out in real time within some of the biggest corporations in the world. In this article, we’ll identify several companies (in no order) that are setting the standard for work-life balance, explain each of their unique workplace arrangements, and identify growing trends in the hybrid work landscape as a whole.

Google

Hybrid work model: Structured hybrid, three days in-office with limited flexibility

Google’s hybrid policy requires most employees to work from a company office at least three days per week. To ensure compliance, attendance is tracked digitally through badge swipes, and employee attendance is now tied to performance reviews. This reflects Google’s shift from a flexibility-first approach to one more centered on accountability and consistency.

Employees still receive some flexibility: the company offers four “work from anywhere” weeks per year, allowing Googlers to work from different locations around the world. However, longer remote arrangements require senior management approval, and permanent relocations are considered on a case-by-case basis.

In April 2025, Google escalated its enforcement measures. Employees who fail to meet attendance requirements now risk termination, a move that underscores leadership’s belief that consistent in-person collaboration is critical for innovation and long-term competitiveness. While the decision has sparked debate, it reflects a broader industry trend of conditional flexibility: hybrid work is still the norm, but compliance is increasingly non-negotiable.

Airbnb

Hybrid work model: Remote-first with monthly gathering weeks

Airbnb’s Live and Work Anywhere policy allows employees to live and work from almost any location, with no change in compensation if they move. To maintain connection, Airbnb hosts monthly “gathering weeks” in San Francisco, where employees come together for collaboration, team-building, and strategic planning. Some attend for a few days, while others stay the full week.

CEO Brian Chesky has emphasized that the value of in-office time is not about logging hours at a desk — but about fostering collaboration and culture. Since the program’s launch, about 20% of employees have relocated either within the U.S. or abroad, showing how flexibility has reshaped Airbnb’s workforce.

Zoom

Hybrid work model: Structured hybrid, employees within 50 miles of an office must report twice a week

Surely Zoom wouldn’t make any of their employees come into the office, right? The company that single-handedly kept remote teams together during the pandemic with their virtual web conferencing platform? One would assume they would be at the forefront of embracing the home office revolution.

Well, this is only sort of true. Even Zoom has adopted a structured hybrid approach where all employees living within 50 miles of an office must report to the office at least part of the time. All in all, this is a very balanced work structure that still allows most of the staff to work from home full-time, as many of Zoom’s employees live outside that radius.

Grammarly

Hybrid work model: Remote-first hybrid with planned on-sites

Grammarly operates on a remote-first hybrid model, meaning most work is designed to happen effectively from anywhere. Employees have the freedom to work remotely, while teams come together for planned on-sites at Grammarly hubs. These gatherings, often scheduled at least twice a year, are focused on collaboration, engagement, and solving complex problems. Some teams choose to meet more frequently depending on project needs.

Instead of rigid attendance rules, Grammarly leaves decisions about in-person time to team managers, who coordinate meetups based on goals, planning cycles, or milestones. To support this, Grammarly’s Workplace Experience team has redesigned corporate real estate as collaboration spaces — with event areas, café-style seating, and quiet zones for focused work — rather than traditional desk setups.

Tiffany Owyang Lam, Grammarly’s North America Workplace Experience Manager, was quoted in a 2024 Q&A saying, “Over 90% [of employees] didn’t feel the need to come into the office daily, which led our executive team to adopt a remote-first, hybrid model.”

Adobe

Hybrid work model: Flexible hybrid with digital-first focus.

In a 2021 blog post, Adobe Chief People Officer Gloria Chen announced the company’s move toward a hybrid future.

The company has committed to a hybrid future of work, designed around flexibility, intentional in-person collaboration, and digital-first tools. Employees have the autonomy to work from home or the office as it makes sense for their role, team, and business needs. In-person gatherings are encouraged for the “moments that matter” — key points of collaboration, creativity, and culture-building.

Remote work is also expanding, with Adobe creating guidelines to support employees who permanently relocate outside commuting distance. The company expects its remote worker population to grow over time as it learns from experience. To make this model seamless, Adobe developed Adobe Life, a digital campus app that powers office re-entry and hybrid workflows, with features like conference room bookings, wayfinding, community news, and café ordering.

Atlassian

Hybrid work model: Remote-first, location-agnostic (“Team Anywhere” model)

Atlassian has leaned fully into flexibility with its Team Anywhere model, which has been the company’s default operating framework since 2020. Employees can live and work anywhere Atlassian has a legal presence, with the ability to spend up to 90 days per year working abroad outside their employment country. There are no mandated office days — offices function as optional hubs, and collaboration is supported by a suite of asynchronous tools including Confluence, Jira, Slack, and Loom.

Instead of daily office attendance, Atlassian emphasizes quarterly team meetups. These curated gatherings drive connection, alignment, and collaboration, with surveys showing a 27% boost in team connection lasting several months afterward. To support the distributed model, Atlassian provides stipends for home office setups, monthly internet and mobile reimbursements, and covers travel costs for in-person gatherings.

The results speak for themselves: 92% of employees say the policy helps them do their best work, and 91% cite it as a reason they stay with the company. As President Anu Bharadwaj put it: “Whether they choose to come in once a day, once a week, twice a week or whatever, or they choose to work completely remotely, it should be irrelevant to how productive our team is.”

Zapier

Hybrid work model: Fully remote with mobility support

Since its inception, Zapier has operated as a fully remote organization. Just hover over to their careers page, and you’ll see “Join us from anywhere. We’re on a mission to make automation work for everyone.” They prioritize building trust and empowering employees to manage their own schedules and work arrangements, resulting in a highly engaged and productive workforce.

In 2023, Zapier announced its global mobility policy, which was a company-wide effort to make remote work as compliant and productive as possible. Despite already being a fully remote company, Zapier wanted to take it a step further. This policy assured its employees that if they wanted to relocate or work in another time zone, the company would be there to support that.

Meta (Facebook)

Hybrid work model: Structured hybrid, three days in-office with strict compliance

Meta’s hybrid policy requires most employees to be in the office at least three days per week under its “In-Person Time Policy.” While some employees were hired into fully remote roles and may keep that status, they are the exception, not the rule. Anyone hired after Sept. 5, 2023 is ineligible for full-time remote work, and longer-tenured employees must apply for formal approval to remain fully remote.

The policy is strictly enforced: Meta tracks attendance through ID badge data and internal tools, and employees who fail to comply risk disciplinary action or even termination. Those with fully remote approval also face limits on how often they can use Meta offices, capped at no more than four days every two months unless there’s a clear business reason.

This marks a sharp reversal from CEO Mark Zuckerberg’s pandemic-era vision of Meta as “the most forward-leaning company on remote work.” The new approach reflects a broader industry trend — hybrid work remains, but flexibility has become conditional and tightly managed.

Microsoft

Hybrid work model: Flexible hybrid, with a shift toward more in-office time

Microsoft has long operated on a flexible hybrid policy, introduced in 2020, that allows most employees to work remotely up to 50% of the time without special approval. In practice, many teams have enjoyed even greater flexibility, with managers and roles guiding the balance between remote and in-office work.

However, the company is now considering stricter requirements, including a policy that would require most employees to spend at least three days per week in the office. While the details and rollout are not yet finalized, some teams — such as Microsoft’s Corporate, External, and Legal Affairs (CELA) group — already spend more than three days per week in the office. Leadership has signaled that aligning more closely with peers like Google and Meta is under active review.

As of now, Microsoft remains committed to a flexible hybrid approach, but employees should expect evolving guidance as the company balances individual flexibility with in-person collaboration.

HubSpot

Hybrid work model: “Hybrid First”

HubSpot is driven to create a hybrid work environment that makes work-life harmony a reality. To show their commitment to facilitating autonomy and trust, they offer their employees three different work options they are able to choose from once per calendar year:

• @home: Employees spend the majority of their time at home, only being required to visit a HubSpot office 1-2 times per quarter. The company helps set up and support these employees year-round.
• @office: For employees who want to come into the office three or more days per week. They receive a dedicated desk and get to personalize their space, but won’t receive at-home desk assistance.
• @flex: These employees come into the office two or fewer times per week. By electing for an @flex work style, you’ll be assigned a “hotel desk” on the days you come into the office and won’t have a permanent setup. HubSpot does, however, help you set up your home office.

In 2025, the majority of HubSpotters chose @home (72%), while 21% selected @flex, and just 7% opted for @office. By trusting employees to select the option that best suits their lifestyle and work style, HubSpot has built a culture of trust, autonomy, and flexibility.

Hybrid at HubSpot is supported intentionally, not left to chance. The company invests in tools for both synchronous and asynchronous collaboration, from Zoom and Slack huddles to Loom videos and location-based Slack communities.

Disney

Hybrid work model: 4-day-work-week, Monday-Thursday

In a 2023 employee memo, Disney CEO Bob Iger told the company that four-day work weeks would be the new standard. As you’d expect, this was met with mixed reactions. While this four-day in-office requirement may come off as harsh, Iger claims it’s for the betterment of the organization. He was quoted as saying, “Nothing can replace the ability to connect, observe, and create with peers that comes from being physically together…”

Still, the company clearly recognizes the perks of an at least somewhat hybrid schedule by continuing to allow employees to work remotely on Fridays.

What companies moved away from their hybrid work model?

The federal return to office mandate in January of 2025 caused a major shake-up in the world of hybrid and remote work, prompting some of the biggest corporate players to abandon their flexible models entirely. While these were once leaders in flexible work initiatves, here are the companies that have stripped away their hybrid work models:

Amazon

Once a structured hybrid employer, Amazon now requires all employees in-office five days per week. Leadership framed the move as essential for restoring collaboration and connection.

JPMorgan Chase

JPMorgan ended its hybrid model in March 2025, requiring its 316,000 employees worldwide to return to the office full-time. CEO Jamie Dimon emphasized that in-person work is “the best way to run the company.”

Dell

Beginning in March 2025, Dell mandated that employees living within an hour of an office must be on-site five days a week. CEO Michael Dell justified the move by saying, “Nothing is faster than the speed of human interaction. A thirty-second conversation can replace an email back-and-forth that goes on for hours or even days.”

AT&T

In January 2025, AT&T required most U.S.-based employees to return to the office full-time, five days per week. With the company consolidating into nine core office hubs, many staffers had to relocate or risk losing their jobs. While spokespeople defended the move by saying most employees were already on-site pre-pandemic, workers voiced concern that the mandate was a covert attempt to reduce headcount without layoffs.

Data-Driven Insights for a Tailored Hybrid Strategy

As evidenced by some of the world’s largest, most reputable companies, hybrid work strategies can be highly effective, but they don’t just happen overnight.

While each of these companies has found a hybrid work model that suits its unique culture and workforce, one common thread ties them all together: data-driven decision-making. Successful hybrid strategies aren’t simply pulled out of thin air; they are carefully crafted based on insights gleaned from employee preferences, space utilization data, and operational efficiency metrics.

More and more teams are leveraging workplace technology, like that offered by OfficeSpace, to help them make informed decisions about their company policies and office designs. By collecting and analyzing data related to room bookings, desk utilization, employee badge data, and other trackable metrics, OfficeSpace gives organizational leaders a wide-angle view of every important aspect of the office. Leaders can then use that information to help inform how to create their flexible schedules and best support their employees.

Ready to join the hybrid movement? Join the many teams using OfficeSpace to optimize space allocation, reduce real estate costs, and provide their employees with a safe and exciting workplace, ensuring your hybrid workplace is a sustainable, long-term solution.