In recent years, the labour market has undergone significant changes that have fundamentally reshaped employee expectations. While a competitive base salary remains essential, working conditions and flexibility have become increasingly influential factors. This trend is especially visible in the IT sector, where these aspects strongly affect candidates’ job choices.
A clear trend
The role of home office has once again gained importance. Although remote work became widespread after the COVID‑19 pandemic, many employers have gradually shifted back toward higher levels of on‑site presence. As a result, organisations that continue to offer hybrid or partial home office arrangements can gain a competitive edge in the labour market.
Based on our recruitment experience, IT professionals in particular still consider the proportion of remote work and the level of flexibility provided by the employer as decisive factors when evaluating job opportunities.
Work-life balance
Flexibility, however, is not limited to the location of work. Employment models that support a healthy work–life balance are becoming increasingly important. Part‑time roles, flexible or fully autonomous working hours, and hybrid arrangements — where the nature of the job allows — help employees adapt to different life situations.
These solutions can be especially valuable for parents of young children, employees with caregiving responsibilities, or students who are pursuing their studies alongside work. More and more employees view such conditions as standard expectations rather than extra benefits.
Supporting work–life balance is a fundamental element of employee well‑being. Flexible work organisation can reduce stress, prevent burnout, and increase overall satisfaction. At the same time, employers also benefit: flexibility can strengthen engagement, improve retention, and positively influence long‑term organisational performance.
Home office and flexible work have become key components of employer competitiveness. Companies that can adapt to changing employee expectations and offer meaningful flexibility are better positioned to attract and retain the right talent — ultimately strengthening their long‑term market position.
References
[1] Randstad Hungary (2026). HR Trends Survey 2026 – sajtóközlemény.
[2] Randstad Hungary (2026). HR Trends Survey 2026 (kutatási jelentés).
[3] HR Portál (2026). Ennyien dolgoztak távmunkában Magyarországon 2025-ben.
[4] HR Portál (2026). Még nem kell kidobni a melegítőt: a Z-generációs vezetők visszahozzák a home office-t.
[5] Jobinfo Állásblog (2026). AI és home office 2026: a két nap HO marad, az AI viszont turbóra kapcsol.
[6] OECD (2023). Reducing the Gender Employment Gap in Hungary – Chapter 6: Flexible working arrangements in Hungary. OECD Publishing.
https://www.oecd.org/en/publications/reducing-the-gender-employment-gap-in-hungary_fe5bc945-en/full-report/component-8.html
– Magyarországi home office és rugalmas munkavégzés helyzete, jogi háttér, munkáltatói attitűdök.
[7] Eurofound (2023). Hybrid work in Europe: Concept and practice. Luxembourg: Publications Office of the European Union.
https://www.eurofound.europa.eu/en/publications/all/hybrid-work-europe-concept-and-practice
– A hibrid munkavégzés európai gyakorlata, előnyei, kihívásai, work-life balance.
[8] Eurofound (2025). Work from home preferences, 2020–2024 (EU).
https://www.eurofound.europa.eu/en/surveys-and-data/data-catalogue/work-home-preferences-2020-2024-eu
– Az európai munkavállalók otthoni munkavégzéssel kapcsolatos preferenciái.
[9] Gallup (2023). The Future of the Office Has Arrived: It’s Hybrid.
https://www.gallup.com/workplace/511994/future-office-arrived-hybrid.aspx
– A munkavállalók többsége továbbra is igényli a hibrid munkavégzést; kapcsolat az elkötelezettséggel és a fluktuációval.
[10] OECD (2024). Workforce Insights from Central Governments – Pay, working conditions and remote working arrangements. OECD Publishing.
https://www.oecd.org/en/publications/workforce-insights-from-central-governments_2f9080b1-en/full-report/pay-working-conditions-and-remote-working-arrangements_1b18ae6b.html
– A távoli munkavégzés gyakorlata és korlátai, szervezeti szempontok.
