As humans, we're all innately nosey. And when it comes to crafting a unique hybrid working policy, it only makes sense that you'd want to know what your neighbours are up to. So we've done the work for you and compiled the ultimate list of flexible working policies, divided by industry (updated regularly).

Want to know what all the lingo means? Head over to our resources page where you can learn all of the key terms you need to know when it comes to hybrid working.

Hybrid, moving towards hub-and-spoke. Employees are allowed to WFH approximately 50% of the time, but the company want to move towards a 'digital first' approach.

Hub-and-spoke. 80% of employees are allowed to WFH 2 days a week, with the expectation that they spend time in the office (or an office space) on the other 3.

NearU
Remote first. Employees are given complete choice over where they work and each is allocated a budget to book into a workspace near them.

Remote first. All employees will be remote first, including non-linear work days to account for different time zones, though four centralised hubs will be maintained to provide for employees who still want to work in the office.

Remote first. They have a 'no return to work policy' after the pandemic, which means that each employee can choose how they are going to share their time between the office and home. Even before the pandemic, Cisco encouraged hybrid working, but now they are committing further, by redesigning their office spaces for communal use, rather than having individual desks. 

Remote first. Offices will be transformed into collaboration hubs, with all employees working remotely in the first instance.

Hopin
Remote first. Hopin's CEO, Johnny Boufarhat, has always advocated the importance of working from anywhere, and has moved around the world while doing his job remotely.

Hybrid, with an emphasis on working-from-anywhere. Employees can now 'Work from Anywhere' and SalesForce expects more than 50% of employees to choose hybrid working or full remote work. 

Hub-and-spoke. Allows employees to work remotely completely if they choose, providing expenses for home office improvements and 'touchdown space' at central offices 

Hybrid. Full remote working will be minimal,with employees required to come into work on Mondays, Tuesdays and Thursdays. 

Hybrid, moving towards hub-and-spoke. In person collaboration in offices most days of week, with some remote working expected for majority (80%) of employees, with 5% expected to choose full time office work and 15% expected to remain remote. Will leave it up to employees

Hybrid, dependent on roles. Dell offers a range of flexible working arrangements, though the specific requirements of each role will define how much freedom each employee has.

Remote first. Veeva has a 'Work Anywhere Policy', that gives employees complete freedom on whether to come into the office or not. They do specific that employees live within 2 timezones of their specific hub. 

Remote first. Offices remain as collaboration centres but team members are encouraged to work-from-anywhere remotely.

Slack
Remote first. Slack's workforce is fully distributed, with flexible working practices and all employees working remotely,

Remote first. Doist has a work from anywhere policy and will cover expenses of co-working spaces or office equipment.

Remote first. Remote even before the pandemic began, it supports employees with expenses for coworking and office equipment. There is also a yearl Grand Meet-UP, where all employees meet face to face.

Hub-and-spoke. Employees are able to shift between hub and satellite offices at will, utilising the office spaces, when they do not want to work from home.

Hub and spoke. Employees can choose from a list of hubs to work near and are asked to spend at least 50% of their in the office.

Locum's Nest
Flexible working. Employees are given flexible hours and allowed various work from home options - they're also dog friendly!

Prolific
Remote-first. Employees are allowed to choose where they work best, and given the opportunity to work from a mixture of home, their London head office, or a workspace near them.

Whereby
Remote-first. Based out of Norway, staff can work fully remotely from anywhere - they even actively encourage you to spend time working abroad if you should wish.

ScreenCloud
Hub and spoke. ScreenCloud allow their employees to split their time between home, the office and wherever else works best. They also provide a budget for setting up your home office.

Matchable
Hub and spoke. Matchable have offices in Victoria but switched to WFH during the pandemic - now they encourage employees to work where and when suits their needs.

Thirdfort
Hub and spoke. They have offices based across London, Manchester and Sri Lanka and while they expect more office working in future, are committed to supporting their employees with a human-first approach.

Stakester
Hub and spoke. Stakester allow employees to work wherever suits them best, whether that's in the office or at home. They're 100% outcome-focussed.

EduMe
Hub and spoke. They offer a mix of remote and office-based work, as well as the opportunity to 'work from anywhere' for one month per year.

Temporary hybrid. Remote working allowed for up to 2 days a week.

Hybrid. Employees can choose between working remotely or in the office and in the New Zealand branch, the company is experimenting with a 4 day work week. 

Temporary hybrid. Office employees will be able to work remotely more in the future, with the central HQ being remodelled to support flexible working.

Remote first. All employees, whose role allows, will be given the option of remote working if they choose.

Hybrid working, with emphasis on individual choice. Employees in Leeds and Leicester offices allowed to choose where they work.

Hybrid. Employees will be allowed to request hybrid working, as long as their role and team requirements allow it. They will also be provided with appropriate office equipment at home.  

'Freedom within a framework' - within three role-specific frameworks of 'remote first', 'hybrid' and 'office-first' the bank will hope to give greater flexibility to employees.

Synchronised hybrid. Employees to work from home, for 4 out of 5 days, with weekly in-person 'team days' 

Remote first. Their employees will be working 'remote-first' from now on and will be allowed to work abroad for up to 60 days a year.

Hybrid. Decision left up to the employee, with 3 days a week allowed to work remotely.

Hub-and-spoke. In the four major offices, employees will continue to work in person, while in other locations, their "Work Anywhere' initiative means employees can choose to work from home.

Hybrid. They have committed to hybrid, but have provided no firm details about what that will look like after the pandemic.

Synchronised hybrid. Employees are expected to come into the office 2-3 days a week to collaborate with team members, but can work from anywhere elsewhere - including internationally for 90 days. 

Hybrid, based on individual choice. All of Standard Chartered's markets will have transitioned to a 'flexi-working' program by the end of 2022. This allows employees to choose between in-office, completely remote, or hybrid, though it does require that this is established yearly. 

Hybrid. Offices will be designed with 'hot-desking' in mind, including for executives, so that people can divede their time between the office and home.

Hybrid. Allow their employees flexible working models, with a focus on agreed outputs not time in the office. They'll also design their offices as 'coworking' spaces.

Synchronised hybrid. Employees will spend 40-60% of their time 'co-located' with colleagues or clients, but can choose to work at home if they wish for the rest of the time. 

Hybrid working on request. Employees can request a variety of different flexible working models. 

Hybrid working on request. Their 'intelligent working' scheme allows for a variety of flexible working models and puts the onus on the employee to request what works best for them, as long as they deliver their outputs.

A mixture. Three types - majority of employees to be hybrid (3 days a week in the office), some to be remote, though this will be purposely rare and others will be resident where necessary. Are also introducing Zoom Free Fridays - no video calling internally.

Hybrid, moving towards fully remote. While currently, employees can request remote working at all levels, Facebook looks set to move towards a more fully remote model over the next decade.

Hub-and-spoke. Redesigning their offices and recalibrating their compensation, Reddit is embracing a hub and spoke model, with employees being allowed to work from anywhere though central offices maintained.

Hybrid. While the pandemic means the final iteration of how hybrid working will work has yet to be decided for Viacom CBS, they have announced that they are looking to reduce their office footprint and have employees work remotely for at least part of the work week.

Hub-and-spoke. Employees can now choose whether they want to work in an office, remotely or at a co-working space, but they will have to commit to one option for a year at a time with their manager's agreement. Unlike Facebook and Twitter, they will not cut the salary for those who choose to leave the San Francisco Bay Area.

Remote first. Employees are able to go remote full time if they choose to, with offices remaining as central hubs.

Word Monster
Remote first. Some of their employees were even remote before the pandemic; they can also request flexible hours to fit around their schedule.

Storyblok
Remote first. In fact, they've been fully remote since being founded in 2017, allowing employees to either WFH with a home office budget, or from a local co-working space paid for by the company.

Design Bundles
Remote first. From day one, Design Bundles has put the choice in their employees' hands when it came to working locations and schedules.

Bergmeyer
Hybrid. Using a three-phased transition to hybrid working, Bergmeyer redesigned their central offices to support hybrid working and now requires employees to be in the office 3 days a week. They allow flexibility from this framework for individual employees upon request. 

Walking on Earth
Remote first. With a distributed, global team, Walking on Earth ensure working schedules and set-ups are all based around individual needs. They also expect to take on office space in future.

Austin Fraser & Austin Vita
Hybrid working. They launched 'Flex Appeal' in September 2020, a policy that would allow employees to work when and where best suits them. They also have an unlimited holiday policy.

Unleashed
Flexible working. Unleashed offer a mixture of schemes, from 'work from anywhere' to unlimited parental leave, to ensure their employees can work in the best way to suit them.

Adecco
Remote first. Adecco allows remote working options for the majority of its employees.

Work from anywhere. Employees can work anywhere in US and Canada and have flexible work hours, around core times of 10am and 2pm.

Remote first. Set up before the pandemic, the Maltese policy allows all employees work remotely with a number of 'third space' offices set up across the island for staff to book into.