“Remote”, “hybrid” and “office-based” sound precise. In practice, employers use them differently.
Ask what happens in a normal month
For a hybrid role, ask:
- expected office days
- whether they are fixed
- team days versus company days
- travel expectations
- whether off-sites are mandatory
- whether the pattern is contractual or policy-based
A role that says “hybrid” but expects four office days is a very different proposition from one team day every fortnight.
Remote does not always mean work from anywhere
Check:
- UK-only or international
- whether you must live within commuting distance
- tax or payroll restrictions
- time-zone expectations
- occasional office or customer travel
JAS should represent only what the source supports rather than infer “remote” from vague wording.
Contract versus policy
Your contract may specify a normal workplace while the company has a separate hybrid policy.
If location flexibility is essential to you, ask what happens if that policy changes.
Flexible working rights
Acas explains that flexible working can include changes to when, where or how someone works, including home and hybrid arrangements.
A statutory right to request flexibility is not the same as a guarantee that a specific request will be accepted.
Think about how the team works
Ask:
- Are decisions documented?
- Are meetings designed for remote participants?
- Do remote employees progress at the same rate?
- What overlap hours are expected?
- How often does the whole team meet?
The quality of remote work depends as much on operating habits as the number of office days.
Price the commute honestly
When comparing offers, include travel cost and time.
A salary difference may feel different if one role requires a long commute four days a week.