Why Occupational Health Providers Are Demanding Hybrid Working in 2025

The occupational health sector is entering a new phase of workplace evolution. After several years of remote work following the COVID-19 pandemic, many occupational health (OH) providers across the UK are now insisting on hybrid arrangements rather than fully remote roles.

For OH advisors, nurses, and physicians seeking new positions in 2025, understanding this shift is crucial. Below, we explore why occupational health providers are demanding hybrid working in 2025, what’s driving the trend, and what it means for professionals in the field.

The Remote Working Boom During COVID-19

The pandemic changed occupational health delivery almost overnight. With workplaces closed and in-person consultations impossible, remote OH services became essential.

According to the Chartered Institute of Personnel and Development (CIPD), remote working surged across all sectors during 2020–2021, and occupational health adapted quickly to virtual consultations and telephone assessments.

Many professionals welcomed the benefits:

• No commuting, saving hours each week

• Better work-life balance and flexibility

• Lower travel and clothing costs

• Freedom to work with clients nationwide

However, as restrictions eased, OH providers began reassessing whether fully remote models truly supported quality service delivery.

Why OH Providers Are Moving Toward Hybrid Models

1. The Limitations of Remote-Only OH Assessments

While video and telephone consultations proved valuable during lockdowns, they can’t replace in-person evaluations for many cases.

Physical assessments remain vital for:

• Musculoskeletal and neurological checks

• Cardiovascular reviews

• Ergonomic and workplace assessments

• Fitness-to-work evaluations

The Faculty of Occupational Medicine (FOM) emphasises that remote consultations should supplement, not replace, in-person assessments when clinical accuracy matters.

2. Meeting Client Expectations and Service Standards

Employers purchasing OH services often expect visible, on-site engagement. Common requests include:

• Health surveillance and wellbeing initiatives

• Ergonomic assessments and management reviews

• Pre-employment and return-to-work medicals

Research from the Society of Occupational Medicine (SOM) shows that client satisfaction rises when providers offer flexible, hybrid service models. Complex workplace cases, in particular, benefit from direct interaction.

3. Collaboration, Governance, and Quality Assurance

Fully remote work can make clinical collaboration harder.

• Supervision: Junior advisors gain more from observing senior colleagues in person.

• Team cohesion: The NHS Employers framework highlights that strong team environments uphold clinical standards and peer learning.

• Quality assurance: In-person meetings allow richer discussion during audits, case reviews, and professional development sessions.

As a result, hybrid working better supports both clinical governance and staff growth.

4. Professional Development and Learning Opportunities

The Nursing and Midwifery Council (NMC) and General Medical Council (GMC) stress the importance of ongoing training and supervision. Yet many fully remote workers report:

• Lower attendance at training

• Reduced CPD engagement

• Fewer informal learning moments

• Feelings of professional isolation

Hybrid models enable richer professional development through shared learning and spontaneous collaboration.

5. Protecting Mental Health and Wellbeing

Occupational health professionals promote wellbeing for others—but remote isolation can affect their own.

The Mental Health Foundation notes that prolonged remote work can lead to:

• Social isolation and loneliness

• Difficulty switching off

• Lower physical activity

• Blurred work-life boundaries

Hybrid working supports mental wellbeing, maintaining flexibility while reintroducing human connection.

What Hybrid Working Looks Like in Occupational Health

Different providers adopt slightly different structures, including:

The 2–3 Day Model

• Two to three days in clinic or office

• Remaining days remote for reports and triage

• In-person days reserved for assessments and team meetings

The Flexible Hybrid Model

• Set “core days” in the office

• Remaining days adapted to clinical demand

The Client-Led Model

• On-site visits only when assessments are needed

• Remote work for admin and case management

The Hub Model

• Regular visits to a shared clinic hub

• Outreach visits plus home-based admin

Each structure balances flexibility and face-to-face delivery differently, depending on the provider’s client base.

The Benefits of Hybrid Working for OH Professionals

While some professionals preferred fully remote work, hybrid arrangements offer long-term advantages.

Career Development

• More supervision and mentorship

• Broader professional networks

• Greater visibility for promotions

Clinical Skills

• Maintains physical examination competence

• Broader case exposure

• Hands-on workplace experience

Work-Life Balance

• Flexibility without isolation

• Clear separation between home and work

• Social interaction and variety

Professional Credibility

• Stronger client relationships

• Broader service capability

• Easier compliance with registration standards

Industry Perspectives: Hybrid as the New Normal

According to Personnel Today, hybrid working has become the “new normal” across UK industries. The occupational health field is no exception.

The Health and Safety Executive (HSE) advises that employers assess whether homeworking suits specific roles. For OH practitioners conducting clinical assessments, fully remote delivery is rarely appropriate.

What This Means for OH Job Seekers in 2025

If you’re exploring new roles in occupational health, keep these insights in mind:

• Adjust expectations: Fully remote roles are declining. Embrace hybrid flexibility to stay competitive.

• Showcase hybrid experience: Highlight success in both on-site and remote environments.

• Recognise the benefits: Hybrid isn’t a compromise—it’s a balanced model supporting career growth.

• Stay geographically realistic: Ensure you can commute occasionally to clinics or client sites.

• Negotiate flexibility: Even hybrid roles can be adapted to suit your needs.

When Remote OH Roles Still Exist

A few positions remain fully remote, such as:

• Telephone triage services

• Advisory and policy roles

• Specialist consultant positions

• EAP counselling and report writing

However, these make up a small minority of OH vacancies in 2025.

The Future of Occupational Health Working Patterns

Experts such as The King’s Fund suggest that blended service models—combining digital and in-person care—are here to stay.

For OH providers, this means:

• Investing in clinic infrastructure

• Developing clear hybrid policies

• Training teams for dual delivery modes

For professionals, it means:

• Embracing hybrid flexibility

• Maintaining clinical competencies

• Prioritising wellbeing and collaboration

Conclusion: Embracing the Hybrid Future

The era of fully remote occupational health work is fading. As the sector matures, hybrid working in occupational health strikes the balance between flexibility and clinical excellence.

For professionals, it’s an opportunity to combine autonomy with connection, remote efficiency with hands-on practice, and personal wellbeing with professional growth.

Looking for hybrid occupational health roles in 2025?
OH Talent Solutions specialises in placing OH advisors, nurses, physicians, and managers in flexible, hybrid positions nationwide.
📞 Call 02393 871 484 or email info@ohtalentsolutions.co.uk

 to find your next opportunity.