Work-from-home (WFH) became the global norm during the pandemic, reshaping workplace dynamics across industries. In India, the shift was widely embraced, particularly in technology and digital services. However, as businesses recalibrate their strategies, many companies are mandating a return to office spaces, citing productivity, collaboration, and mentorship concerns. This raises a critical question—Is remote work in India truly disappearing, or is it evolving into a sustainable hybrid model?Work-from-home in India vs. rest of the worldIndia's remote work landscape reflects global trends but with sector-specific variations. Digital-native businesses, especially in technology, fintech, and digital services, have been able to sustain remote work effectively. However, traditional industries that require physical infrastructure, such as manufacturing, retail, and healthcare, continue to emphasize in-person presence.Anitha Sarathy, India Head of People & Culture at Encora Inc, highlights the divergence across sectors. “IT services, tech startups, and global capability centers naturally embrace remote work more readily. However, manufacturing, infrastructure, and traditional services sectors in India show a stronger preference for on-site work due to their operational requirements and established work cultures.”Sonica Aron, Founder and CEO of Marching Sheep, points out that while startups remain flexible, many established organizations are hesitant to sustain full-time remote work. “42% of unicorns are offering fully remote roles to attract talent from Tier 2 and Tier 3 cities.” This demonstrates that flexibility remains a key factor in hiring and retention strategies for companies looking to access a wider talent pool.Why India Inc wants you back in the officeDespite the success of remote work in certain industries, multiple factors are driving organizations back to physical offices. Companies cite innovation, collaboration, mentorship, and security concerns as key reasons for preferring in-office work.Sarathy underscores the need for structured environments that foster innovation and learning. “It’s not about location preference—it’s about creating optimal conditions for innovation, learning, and growth.” Industries such as banking, financial services, and insurance (BFSI) particularly emphasize security and compliance measures that can be better controlled in office environments.Beyond strategic concerns, logistical issues also play a role in limiting remote work. Aditya Narayan Mishra, MD & CEO of CIEL HR, points out, “Infrastructure limitations at employees' homes, power disruptions, and internet connectivity issues directly impact work quality. Furthermore, the collaborative work culture that many companies value has been challenging to replicate virtually.”Employers also emphasize the intangible benefits of in-person interactions. Aron notes that direct supervision, mentoring, and access to specialized equipment make in-office work essential for certain roles. “Employers generally feel that face-to-face contact leads to stronger teamwork, creativity, and mentoring, which can be challenging remotely.”However, remote work’s benefits—including higher employee satisfaction, reduced operational costs, and access to a broader talent pool—cannot be overlooked. Aron argues that companies must strive to balance these advantages with business imperatives to create a sustainable work model.Employer vs. employee expectationsAs businesses push for in-office work, a gap between employer expectations and employee preferences has emerged. Employees, having experienced the flexibility of remote work, are now demanding greater autonomy in deciding their work arrangements.Sarathy emphasizes that rigid policies may not yield the best outcomes. “The most successful companies are those that approach this as an opportunity for dialogue and innovation rather than a binary choice between remote and office work.” She advocates for role-based flexibility rather than a one-size-fits-all policy.Mishra echoes this sentiment, noting that while Gen-Z and millennials are digital natives, they also value in-office presence for mentorship and networking. “The real challenge lies in building systems and cultures that maintain productivity while offering the flexibility that today's workforce sees not as a perk, but as a fundamental way of working.”Aron points to data highlighting the growing divide between employer and employee expectations. “A survey in 2024 conducted by Indeed India states that 68% of employees prefer a hybrid work model, while 35% would rather quit than resume office work.” While employees prioritize flexibility, improved work-life balance, and reduced commuting time, employers often focus on control, collaboration, and maintaining organizational culture.The future of remote work in IndiaWhile full-time remote work may not be the dominant model in India’s future, experts agree that hybrid work is here to stay. Businesses are adapting to workplace strategies that integrate structured flexibility.Sarathy predicts an evolution in work structures. “Looking ahead, we expect to see continued innovation in how companies approach workplace strategies, with technology playing a crucial role in enabling seamless collaboration regardless of location.”Mishra believes India will not revert to pre-pandemic norms but instead adopt structured hybrid models. “India won’t see a complete return to either extreme. We’re moving toward hybrid models but with distinct characteristics. Companies will likely offer flexibility but with structured in-office days for team collaboration and mentoring.”Aron highlights the increasing adoption of structured hybrid models in corporate India. “As per a report by CBRE India, 57% of Indian companies have adopted a structured hybrid model, with an average of 2.8 days spent in the office per week.” She sees hybrid work as a balanced solution, allowing employees to combine remote efficiency with in-person collaboration.Remote work in India is not disappearing—it is evolving. While full-time WFH may not be viable for all industries, hybrid models are becoming the preferred choice for organizations looking to balance productivity, employee well-being, and business outcomes. Companies that can adapt to this changing landscape by implementing flexible yet structured work models will be better positioned to attract and retain talent in the evolving workplace of the future.