We’ve stepped into 2025, and the workers and employers continue wrestling between remote and return to office. Many employees accustomed to remote work are pushing back against this mandate. The shift back to in-person work raises questions about work-life balance, productivity, and the evolving landscape of the workplace.

While companies argue that collaboration and teamwork flourish in an office environment, employees advocate for flexible arrangements. This ongoing debate is shaping the future of work as organizations navigate the line between corporate policy and employee preference.

In the Middle East, where employment laws are typically more employer-friendly, strained relationships between employers and employees may not necessarily lead to resistance in the event of a mandated return to the office. Local labor laws and the hierarchical structure of many organizations can often discourage outright defiance, with employees opting to comply, even if they harbor concerns about the transition back to office-based work.

That apart, the workplace and work life are undergoing transformative shifts shaped by rapid advancements in technology and changing workforce demographics in the region.

HYBRID WORK MODELS WILL DOMINATE 

Despite several companies mandating return to office, Tiago Costa, CEO of Parisima, a talent advisory and delivery business, says that this year, people continue to seek out hybrid working models where appropriate for their industry and role.

People enjoy workplace interactions with colleagues, and there are a lot of benefits from being together in the same office as your team. However, there are a lot of positives for employee wellbeing when trust and confidence permit some working from home, he adds. Citing a recently commissioned third-party survey completed by 2,000 people in the UAE and KSA, he says when candidates were specifically asked about preferred working setups, what was clear from the responses is that the hybrid work model (working part in the office and part from home or other location of the employee’s choice) is overwhelmingly preferred, with more than 60% of surveyed opting for hybrid over fully remote or fully office-based.

“Obviously, the term hybrid can mean a variety of combinations with anything from one day working remotely to perhaps only one day in the office, but our data revealed that only 12% wanted to work full remotely – zero days in the office – so flexibility, when possible, is appreciated by employees,” Costa adds.

MASS RESIGNATION DUE TO RTO?

While we have not seen or heard of a mass exodus based on being asked to return to the office, Costa says, “It depends greatly on what was communicated previously to those employees or when they joined the company.”

“We know a lot of employees offer some flexibility around a Friday, for example, and we’re seeing communications from the government level encouraging employers to consider a flexible start time and flexible working week to improve work-life balance and other things like traffic flow on the roads,” he adds.

He adds that businesses in the region are not implementing dramatic changes from remote to office-based. However, some industries do require roles to be fully office-based—it’s all about the type of industry and type of role. One measure does not fit all. Costa says, “Flexibility and adaptability and capability to recruit, attract, and retain talent should drive work patterns.”

ROBUST HIRING CYCLE 

The question at the top of every job seeker’s mind is when is a good time for the job market. Are companies hiring or firing? Upscaling or downsizing? According to Costa, the hiring cycle is currently dynamic in the UAE and Saudi Arabia.

“We are seeing a hectic and positive start to the year, continuing the momentum from Q4 2024,” says Costa.

Costa adds that around 85% of clients are planning new hires in 2025, with some even considering large-scale volume hiring. “Our business grew by 34% from 2023 to 2024, serving as a proxy for the robust market dynamics we are currently experiencing.”

AI WILL RESHAPE ENTRY-LEVEL OPPORTUNITIES 

As AI permeates industries, it reshapes the job market, particularly for graduates. With entry-level roles increasingly automated, the once straightforward transition from college to employment is now fraught with challenges.

The rise of AI has created a supply-demand imbalance, leaving graduates with fewer opportunities to kickstart their careers.

Nicki Wilson, Managing Director of Genie, says, “Graduates are entering a highly competitive landscape where the demand for jobs far outweighs the supply of opportunities. This imbalance pushes us to rethink how we prepare young professionals for the workforce.”

One pressing question is whether the future of graduate careers will involve starting later or spending more time acquiring specialized skills. With entry-level roles diminishing, a more extended period of study could become the norm, equipping graduates with expertise that AI cannot easily replicate.

Wilson says the importance of alternative traditional career pathways will rise. “We’re seeing a shift toward apprenticeships and internships, which offer practical experience and bridge the gap created by AI’s rapid adoption. These programs may become essential for graduates to stand out in a competitive job market.”

The role of education and early career development programs has never been more critical. By fostering a balance between technical expertise and interpersonal skills, Wilson adds, we can help graduates navigate this new reality and thrive in an AI-driven world.

She suggests that for young professionals, the key to standing out lies in skilling. “Developing proficiency in emerging technologies, particularly AI, and demonstrating how these skills add value in the workplace will be essential. Graduates who can position themselves as adaptable, tech-savvy problem solvers will hold a distinct advantage.”

AI: A CAREER DEVELOPMENT PARTNER

This year, AI is set to evolve from a productivity tool to a trusted career development partner. It will assist professionals in optimizing their skills, identifying career pathways, and preparing for interviews through dynamic simulations.

Wilson shares how she encountered a tool that allows you to create yourself as an AI bot to communicate and prepare candidates. “You can customize the bot’s tone and feed it as much information as possible about how you would guide candidates, enabling them to interact with this virtual version of you.”

While this innovation holds great promise, will this impact job roles moving forward?

“This shift presents challenges, especially for individuals from generations not native to the digital age. However, for younger professionals, it offers a unique opportunity to adopt a forward-thinking mindset,” Wilson adds.

AI’S ROLE IN RECRUITMENT 

“AI is undoubtedly transforming recruitment,” says Wilson, “but we need to tread carefully. Applicant Tracking Systems (ATS) were a game-changer in streamlining hiring processes, yet they had limitations. For example, well-designed CVs made on platforms like Canva often can’t be processed by these systems, leaving qualified candidates out of the running.”

Wilson stresses the need for a balance between innovation and practicality. “It’s essential to recognize that while technology offers immense potential, traditional methods still hold value. Simpler formats like Word documents are still the gold standard—they’re readable by most systems and easy for decision-makers to review. As we integrate AI and other tech-driven platforms, we must ensure they serve everyone in the recruitment process, from candidates to employers.”