What Is Hybrid Work? Understanding the Hybrid Work Model in Canada

Hybrid work has become one of the most talked-about trends in the modern workplace. As more companies across Canada move beyond traditional office setups, hybrid models are redefining what it means to “go to work.” But what exactly is hybrid work, and what rights do employees have when their employer adopts this approach?

What Is Hybrid Work?

Hybrid work is a flexible arrangement that combines remote work and in-office work. Instead of working entirely from home or spending every day in the office, employees split their time between both environments.

This approach gives employers the benefit of face-to-face collaboration while allowing employees to enjoy the flexibility and focus that remote work provides.

Common Hybrid Work Models

While every company sets its own version of hybrid work, most arrangements in Canada fall into one of the following categories:

• 3-2 model: Three days in the office, two at home (or vice versa).
• Flexible hybrid: Employees choose where they work, with minimal restrictions.
• Team-based hybrid: Some departments work remotely full-time, others in-office.
• Office-centric hybrid: Employees must attend the office on specific days each week.

Each hybrid work model depends on the nature of the job, company culture, and management’s expectations.

Benefits of Hybrid Work

For Employees

• Better work-life balance: Reduced commute time and more control over schedules.
• Increased productivity: Many employees find they can focus better at home.
• Cost savings: Less money spent on gas, parking, and lunches out.

For Employers

• Access to a wider talent pool: Companies can hire beyond their local area.
• Higher job satisfaction and retention: Flexibility often leads to happier staff.
• Lower overhead costs: Reduced need for large office spaces.

Is Hybrid Work Required by Law in Canada?

No. Employers are not legally required to offer hybrid work arrangements. They can ask employees to work fully in the office, as long as that was part of the original terms of employment.

However, if your job was remote or hybrid for an extended period and your employer now demands you return to the office, the change could be significant. In some cases, it may amount to a constructive dismissal — when an employer unilaterally alters essential terms of your job without your consent.

If you’re facing such a change, it’s best to speak with an employment lawyer to understand your rights before agreeing.

Can Your Employer Change or End a Hybrid Work Arrangement?

Yes — employers generally have the right to adjust workplace policies, including hybrid work policies, especially when those policies weren’t part of your employment contract.

But if hybrid work was a written or long-standing condition of your employment, forcing you back to the office full-time may be considered a fundamental change. You may be entitled to severance pay if you lose your job as a result.

What Should Be Included in a Hybrid Work Policy

A well-structured hybrid work policy helps employees understand expectations and ensures consistency. It should cover:

• Work schedule: Which days are in-office versus remote.
• Availability expectations: Hours when employees must be reachable.
• Technology and security: Data protection and use of company equipment.
• Expense reimbursement: Clear rules for internet or travel costs.
• Health and safety: Guidance for maintaining a safe home office environment.
• Performance measurement: How productivity is tracked while remote.

Before agreeing to a new hybrid work arrangement, ask for a copy of the policy and review it carefully.

Can an Employer Cut Your Pay for Working From Home?

Your employer can’t reduce your salary simply because you are working remotely.

However, they may stop reimbursing expenses that no longer apply — for example, gas or parking costs if you aren’t commuting as often. If your employer tries to cut your base pay or change other core terms of your employment, that could again raise constructive dismissal concerns.

Can You Negotiate a Hybrid Work Arrangement?

Yes. Many employers are open to discussing hybrid work schedules that balance company needs and employee preferences.

When negotiating:

• Be clear about your reasons (productivity, family responsibilities, commute).
• Put agreements in writing to avoid misunderstandings later.
• Avoid signing new contracts without legal advice — some new agreements limit severance rights or future flexibility.

Hybrid Work and Employment Contracts

If your employer asks you to sign a new employment contract to formalize hybrid work, review it carefully with an employment lawyer before signing.

New contracts sometimes contain clauses that:

• Limit your termination entitlements
• Introduce non-compete or non-solicitation terms
• Restrict your ability to work remotely in the future

Always understand what you’re agreeing to before you sign anything new.

Hybrid Work in Canada: The Future of the Workplace

Across Canada, hybrid work continues to evolve. Some employers are embracing full flexibility, while others are calling staff back to the office part-time.

Whatever the approach, hybrid models are here to stay — offering a balance between productivity, collaboration, and personal well-being. For employees, the key is knowing your legal rights and options when workplace arrangements change.

Expert Insights on Hybrid Work in Canada

Our employment lawyers regularly share their expertise on hybrid work and employee rights across Canadian media. Watch or listen to recent interviews below to learn more about your workplace rights.

Fired or Let Go Over a Hybrid Work Dispute? You Are Owed Severance

If your employer laid you off, fired you for cause or without cause, or refused to continue your hybrid work arrangement, you are entitled to full severance pay in Canada — as much as 24 months’ pay.

Many employers wrongly assume they can terminate staff without fair compensation when changing hybrid work policies or demanding full-time office attendance. In reality, if your employer ends your employment or makes major changes without your consent — such as altering your schedule, work location, or flexibility — it may amount to constructive dismissal.

Before you accept a reduced role, new contract, or severance package, speak to an experienced employment lawyer at Samfiru Tumarkin LLP. We’ll review your situation, determine if your rights were violated, and help you secure the compensation you are legally owed.

Our team has:

• 👥 Successfully represented 50,000+ Canadians
• 💰 Secured millions in severance payouts
• ⚖️ Settled over 99% of cases out of court
• 📱 Free Termination Consultations — in some, but not all, cases
• ⭐ Earned 3,000+ 5-star Google reviews
• 🏆 Named on of Canada’s Best Law Firms

Call 1-855-821-5900 or request a consultation online.