Over the past few years, the events industry – like many others – has undergone a major shift in how and where people work. Remote, hybrid, and flexible working structures quickly became the norm during the pandemic, with many businesses realising that their teams could be just as effective (if not more so) without being tied to an office.
But now, we’re seeing a new trend: some companies are calling employees back into the office full time.
At Live Recruitment, we’ve noticed a growing number of candidates actively seeking new roles because their hybrid or remote arrangements have been replaced with mandatory office attendance. It’s causing tension – and in many cases, a quiet fallout – as people reassess what they want from their careers and personal lives.
There are many reasons why hybrid, remote and flexible working became so popular and create so many positives for employees and employers alike.
Benefits for employees
Flexible working patterns give employees greater control over their time, resulting in better work-life balance and improved mental health. With less time spent commuting and fewer in-office distractions, many report being more productive and engaged in their work as well as saving money on travel. The autonomy to manage their day leads to increased job satisfaction, while remote roles also open up broader opportunities – especially for those with caring responsibilities or accessibility needs.
Benefits for employers
For employers, offering hybrid or remote working means access to a much wider talent pool and a clear competitive edge in attracting top candidates. It’s also proven to boost productivity, with many employees performing better outside a traditional office setting. Flexible working supports staff retention, reduces overheads such as office costs, and enhances your employer brand. Crucially, it also builds greater resilience by enabling smoother business continuity during disruptions and allowing employees to feel supported around aspects such as family life and being able to fit work into their lifestyle, rather than having to sacrificing their lifestyle to work.
Why the shift back?
So, why are businesses moving away from the flexibility that became standard over the last few years? Some say it’s about collaboration, culture, or oversight. Others suggest it’s about leadership comfort zones and a return to “how things used to be.” But in the events industry, where adaptability and on-the-go working are key, this shift feels out of sync with how the sector proved it could operate successfully during tough times.
As Laura Kelly, MD of Live Recruitment, puts it: “The market is tough across the board. People are looking for a scapegoat to find a solution.” Unfortunately, that solution often looks like “bring everyone back to the office.” But is it working?
Candidate priorities have shifted
The reality is that candidate priorities have changed – permanently. Megan Mitchell, Senior Account Manager at Live Recruitment, has worked on dozens of remote roles in recent months and said “The volume of interest in remote roles has increased dramatically compared to last year. Its clear people want flexibility – and they’re willing to move for it.”
Hybrid and remote working gave professionals a better work-life balance, more autonomy, and reduced commuting time and costs. Removing that without a strong value exchange – whether that’s a higher salary, exceptional benefits, wellbeing support, or travel compensation – is a hard sell.
And in many cases, companies simply aren’t offering anything in return for the loss of flexibility.
Communication matters
Another issue we’re seeing is how the return to office is being handled. In some cases, there’s poor communication, unclear expectations, or sudden policy changes that catch employees off guard. This erodes trust and makes employees feel undervalued. For many, it’s not just about where they work – it’s about feeling respected, heard, and supported. Without that, they’re ready to look elsewhere.
A call for balance
The events industry has long been known for its fast pace, long hours, and hands-on delivery. But it also showed during and post pandemic that flexibility doesn’t mean reduced productivity, in fact it’s quite the opposite. So, if we know hybrid and remote models work, what’s the rush to abandon them?
For employers, the challenge now is not just finding the best talent – it’s offering working structures and packages that align with what candidates genuinely want. That might mean hybrid-first models, flexible hours, or enhanced benefits.
If companies don’t adapt, the fallout will continue.
Looking for new talent, or a role that aligns with your lifestyle?
At Live Recruitment, we’re here to help you find the right fit and give guidance to businesses looking to recruit good talent - hi@live-recruitment.co.uk