CHICAGO, Sept. 9, 2025 – As hybrid work becomes more permanent, employee perception of the office is shifting, with 72% of the global workforce now viewing return to office (RTO) policies positively. However, according to new research from JLL (NYSE: JLL), this comes with a growing expectation for improved workplace experience, flexibility and employee wellbeing.

JLL’s 2025 Workforce Preference Barometer gathers insights from 8,700 office workers across 31 countries, employed at organizations with more than 1,000 staff members and representing sectors from finance to technology, manufacturing and public services. The research outlines the workforce’s biggest challenges and priorities and how corporate real estate and business leaders can work together to design and curate office spaces that meet employee needs well into the future.

“Three years into the hybrid work era, there is an opportunity for business leaders to rethink the role of the office and how it fits into employees’ lives,” said Dr. Paul Morgan, Global COO, Work Dynamics, JLL. “The answer lies in creating adaptive workplaces that support diverse needs—from flexible arrangements for caregivers to connection-rich environments where emerging talent can build relationships and accelerate their growth.” 

More than half of respondents cite salary as a key driver in looking to change roles. However, work-life balance (65%) is now a leading priority across age groups for retention – an increase from 59% in 2022. Younger workers are particularly looking beyond compensation for fulfillment through rewards, recognition, wellbeing and community.

For example, over half of global workers (57%) report flexible working hours would improve their quality of life, however, only about half currently have access to this model. The gap also persists among men and women, with 52% of men reporting access to flexible hours versus 47% of women. Caregivers specifically seek additional support, including increased flexibility (43%), short notice paid time off (42%) and remote training options (33%), reinforcing the urgency for employers to revisit people strategies and rethink the office space to support flexible work patterns that tend to business needs and personal life.

“In a more complex and distributed talent market, the office remains a key tool to both engage and attract top talent, especially as it relates to employee expectations around how one’s work and life can best integrate together and complement one another,” said Peter Miscovich, Executive Managing Director, Global Future of Work Leader, JLL. “Employers that smartly invest in workplace design and fit outs that promote wellbeing can create high-performance work environments that will support the various life stages of employees – from new members of the workforce to more tenured employees, further promoting long-term talent attraction, retention and future business growth.”

Positive findings of the report reveal an 8-percentage point decrease among employees that feel overwhelmed or exhausted since 2022 (40% in 2025 vs. 48% in 2022). This number spikes to 46%, however, among caregivers, a group which represents nearly half of the global workforce. Caregivers have kept high levels of flexibility, which is vital for them but puts them at risk of disconnecting from work. This makes it increasingly important to curate workspaces that foster wellbeing, growth and meet employee needs. This point is further underscored when considering retention – while salary (46%) and flexibility (37%) remain fundamental to retain employees seeking new roles, one third of employees report they would leave their current employer in search of better career development and reskilling opportunities. The same proportion is re-evaluating the role work plays in their lives.

Of those employees considering leaving their work environment in the coming months (24%), trends emerge among managers, representing 77% of this group and caregivers (61%) – often overlapping, mid-career individuals with significant work and personal responsibilities. Other at-risk groups include employees who have been at their company for 1-5 years and workers aged 18-34.

Retention is now driven by how employers respond to the full span of employees’ lives, creating an opportunity for office space to play a more important and intentional role in building a sense of culture, wellbeing and belonging.