The Future of Work Isn’t Remote or Hybrid — It’s Microshifting...
For years, the conversation around the future of work has centred on remote and hybrid models. But as we move further into 2025, a new trend is redefining what flexibility really means — microshifting.

Instead of structuring life around a fixed workday, professionals are now structuring work around life. They’re starting early to clear emails, taking breaks for school pickups or exercise, and logging back on later in the evening to finish projects. This approach gives people more autonomy over their time, boosting both productivity and wellbeing.

What Is Microshifting?
Microshifting means breaking the workday into shorter, more flexible blocks rather than a continuous 9-to-5 stretch. Unlike traditional flexible hours, it allows employees to work in bursts that suit their personal rhythms and commitments.

A parent might work from 7–9am before the school run, pick things back up mid-afternoon, and finish later in the evening. In frontline industries, microshifting can mean shorter, more adaptable shifts that make it easier to balance multiple jobs, education, or caregiving.

Why The 9-to-5 No Longer Works
The 9-to-5 model was built for the industrial age — not for today’s digital world. Knowledge work doesn’t happen on a production line, yet many organisations still cling to time-based productivity.

According to Owl Labs’ 2025 State of Hybrid Work Report, 65% of office workers want more scheduling freedom. Employees are even willing to trade salary for flexibility — sacrificing up to 9% of pay for the ability to manage their own hours. Flexibility has become as valuable as compensation itself.

The Drivers Behind Microshifting
Several forces are accelerating this change:

Caregiving responsibilities: With 62% of employees caring for children or relatives, the rigid 9-to-5 no longer fits modern life.
The rise of poly-employment: One in five people now juggles a side hustle or second role. Shorter, flexible shifts make this possible.
The burnout epidemic: 90% of employees say their stress levels are the same or worse than last year. Allowing people to recharge and work when they’re most focused can prevent burnout before it starts.

Why Trust Matters More Than Tracking
The biggest barrier to microshifting isn’t technology — it’s trust. Many leaders still believe visibility equals productivity, even as data tells a different story. Owl Labs found that 69% of managers say hybrid and remote work have improved productivity.  Yet nearly half of employees report being monitored by tracking software. This culture of surveillance undermines trust, fuels stress, and drives disengagement.

How Leaders Can Adapt
If microshifting is the future, companies need to stop managing time and start managing outcomes. That means:

✔️Setting clear norms for communication and availability — ensure everyone knows when colleagues are online and how to reach them.
✔️Creating fairness across roles — find creative ways to offer flexibility to both knowledge workers and frontline teams.
✔️Using technology to empower, not control — adopt AI tools that simplify collaboration and scheduling, rather than tracking employee activity.

The Recruitment Perspective
From a recruitment standpoint, this shift is already reshaping candidate expectations. Flexibility is no longer a perk — it’s a priority. Candidates are actively seeking employers who demonstrate trust, autonomy, and respect for work–life balance.

Businesses that adapt to this new way of working will attract stronger talent, foster loyalty, and build teams that are both happier and more productive. Those that don’t risk being left behind.

Final Thoughts

✔️The 9-to-5 served its purpose for over a century, but it’s time to evolve. Microshifting isn’t just a trend — it’s the next chapter in how we think about work. It’s about trusting people to deliver results, not just to fill hours.

If you have any financial recruitment needs and would like to discuss your requirements with an experienced recruiter, I would be delighted to hear from you. With 25 years’ experience in the sector, I can not only help you find the right talent but also support you in presenting your brand effectively to attract the best candidates.

Contact me here

Clare
07816 873747
clare@vardeyrecruitment.com


Article from Forbes - October 2025