The Emergence of the Hybrid Working Model During COVID-19: The Case of Greece

The global outbreak of COVID-19 brought about rapid and fundamental changes in workplace practices, particularly in countries such as Greece where remote and hybrid work models were previously uncommon. During the mandatory quarantine periods, hybrid working emerged as an emergency solution that enabled companies to maintain operational continuity while adhering to public health restrictions and mobility bans. Prior to the pandemic, very few Greek companies had integrated remote work into their standard operations, as it was generally perceived as incompatible with productivity and professionalism (Wu, 2023). Despite the existence of the necessary technological infrastructure, such as virtual meeting tools and collaborative platforms, the barrier to adoption was largely cultural. A profound shift in organizational mindsets was required, one that involved cultivating trust between employers and employees, redefining accountability, and developing operational frameworks capable of supporting employees working outside of the traditional office setting.

With the onset of the pandemic and the absence of viable alternatives, previously perceived challenges were swiftly addressed. Businesses and workers across Greece transitioned almost overnight into a digital work environment, heavily reliant on platforms such as Microsoft Teams, Zoom, and Skype for communication, and tools such as Google Drive, Microsoft SharePoint, Mural, and Miro for collaboration. This digital transformation enabled continuous interaction, coordination, and knowledge sharing, despite physical distancing. Post-pandemic studies and organizational evaluations have revealed that this model did not diminish productivity. On the contrary, hybrid and remote work environments contributed to an increase in employee performance and efficiency, with gains exceeding 10%, primarily due to reduced fatigue, improved concentration, and enhanced focus on deliverables (Demers, 2023).

Defining the Hybrid Working Model in Practice

The hybrid working model encompasses flexible work arrangements wherein employees divide their work time between company offices and other locations of their choice (Wood et al., 2023). In Greece, this model has taken on various formats depending on industry needs, organizational culture, and technological readiness. Although hybrid work has a universal structure, its implementation is tailored by each organization based on specific operational demands.

Key Models of Hybrid Work Implementation in Greece:

Office Attendance Ratio: A common configuration among Greek firms involves a 60/40 ratio of office to remote work. For instance, out of a 20-day working month, employees are expected to work 12 days in-office and 8 days remotely. Alternatively, companies may define this balance on a weekly basis—such as requiring three days of physical presence and allowing two days of remote work (Vratimos, 2023).

Role-Based Presence Ratio: Greek organizations often differentiate work models based on employee hierarchy. While junior staff may be granted a more flexible schedule, senior executives and department heads are typically expected to maintain an 80/20 office-to-remote presence. This ensures leadership visibility, operational oversight, and real-time decision-making (Hristova, 2023).

Remote Work with Location Restrictions: In Greece, many companies that support hybrid work impose geographical restrictions. Employees are typically required to work from within national borders, and any plans to work remotely from abroad, even for short periods, must be pre-approved and reported to the Human Resources department (Taugerbeck et al., 2023).

Autonomous Scheduling: Some Greek companies provide employees with autonomy to plan their in-office presence through registration platforms. However, they emphasize that physical attendance should align with business priorities such as critical meetings, collaborative projects, or client engagements, which may take precedence over personal preferences for remote workdays (Dandeniya, 2023).

Employee Benefits of the Hybrid Work Model in the Greek Context

Reduction in Commute Times

Urban congestion, particularly in major Greek cities such as Athens and Thessaloniki, has long posed challenges to commuters. Main thoroughfares are frequently gridlocked during peak hours (07:30–09:30 and 17:00–18:30), leading to substantial losses in personal time and increased stress levels. Employees commuting daily to office-based roles often spend between 2 to 3 hours in traffic or crowded public transportation systems. Hybrid working enables employees to reclaim this time, reduce their environmental footprint, and transition more efficiently between professional and personal activities (Akbar, et al., 2023).

Reduction in Daily Expenses

The rising costs of fuel, vehicle maintenance, parking, and takeaway meals have added to the financial burden of Greek employees. In a context of inflation and economic volatility, hybrid work provides significant relief. By halving the number of commuting days, workers in Greece have observed a notable reduction in monthly expenditures, thereby effectively increasing their disposable income without a direct increase in salary.

Enhanced Physical and Mental Well-Being

Employees utilizing the hybrid model report improvements in physical and mental health. The time saved from commuting is often reallocated toward fitness, hobbies, or family life (Andrade et al., 2023). Additionally, combining remote workdays with paid leave or weekend breaks has allowed many employees to relocate temporarily to vacation homes or natural settings—mountains or coastal regions—offering both rejuvenation and inspiration.

Increased Job Satisfaction Among Younger Generations

Hybrid working models, once a novelty, have become an essential criterion for employment among younger Greek professionals (Wu et al., 2023). Many individuals who began their careers during 2020–2022 now find it difficult to accept roles that require daily physical presence. For them, flexibility, autonomy, and balance between work and life are non-negotiable. In many cases, candidates in Greece have turned down higher-paying job offers that required full-time in-office work in favor of positions offering hybrid flexibility (Ruvimova et al., 2023).

Organizational Benefits for Greek Employers

Reduction in Operating Costs

Greek employers have been able to significantly reduce operational expenses by adopting hybrid working models. Office spaces can be downsized or restructured, with digital registration systems allowing efficient space management (Evangelidou et al., 2023). This has translated into measurable savings of up to 30% in facility-related costs, including rent, utilities, equipment, and maintenance. These savings can be reinvested in employee development, innovation, or customer service enhancements.

Increased Productivity and Efficiency

Hybrid work models allow employees to optimize their productivity by tailoring their environment to their working style. Days spent at home tend to involve fewer distractions, allowing for deep focus and timely delivery of tasks (Naumov et al., 2023). Conversely, days in the office foster collaboration, knowledge exchange, and team cohesion. In Greece, companies in sectors such as finance, technology, and consulting have reported enhanced employee engagement and improved performance metrics since implementing hybrid work.

Competitive Advantage in Attracting Talent

As global competition for skilled labor intensifies, Greek companies offering hybrid work models are better positioned to attract top-tier talent, particularly from younger demographics. Firms that fail to evolve risk being perceived as outdated and rigid, thereby reducing their appeal to highly qualified graduates from top institutions. This generational shift in preferences may gradually diminish the competitiveness of companies unwilling to modernize.

National Legislation Supporting Remote and Hybrid Work

In response to the widespread implementation of teleworking during the pandemic, the Greek Parliament introduced a law mandating that employers provide financial compensation to employees working remotely—even if only for a single day per month. This legal framework also encompasses hybrid work arrangements. As of 2021, the monthly compensation structure for teleworkers in Greece includes (N.Law: 4808/2021):

• €13 for home office usage

• €10 for communication expenses

• €5 for equipment maintenance

For employees who work remotely fewer than 22 days per month, the benefit is prorated according to the number of remote workdays. This legislative initiative represents a national acknowledgment of the evolving workplace and institutional support for flexible work models.

Challenges of the Hybrid Model During COVID-19 for Employees and Employers

Despite its many advantages, the implementation of the hybrid model during the COVID-19 period was not without significant challenges. For employees in Greece, the sudden transition to home-based work exposed disparities in digital literacy, home infrastructure, and work-life boundaries (Nikolopoulou, 2023). Many individuals lacked ergonomic workspaces or reliable internet access, especially in rural or semi-urban areas. Furthermore, the psychological toll of prolonged isolation, lack of face-to-face interaction, and continuous virtual meetings contributed to burnout and decreased morale.

From the employer’s perspective, maintaining productivity, cohesion, and corporate culture within a distributed workforce proved complex. Many Greek companies were unprepared in terms of cybersecurity protocols, remote work guidelines, and employee monitoring tools (Askenazy, et al., 2023). Managers faced difficulties adapting traditional supervision methods to a virtual environment, while human resource departments struggled to provide sufficient support for onboarding, training, and performance evaluations. The lack of established frameworks for hybrid work created inconsistencies in implementation and, in some cases, tension between management and staff .

Conclusion

The hybrid working model, initially a response to the COVID-19 crisis, has fundamentally altered the landscape of employment in Greece. What was once a contingency plan has become a strategic asset for both employees and employers, yielding benefits in productivity, cost-efficiency, and well-being. At the same time, it has necessitated significant shifts in organizational culture, infrastructure, and policy. Greek companies now face the opportunity—and responsibility—to formalize hybrid work models, invest in digital capacity, and support employees in adapting to a more autonomous and flexible work environment. As we look ahead, hybrid work will likely remain an integral part of the Greek employment ecosystem, shaping future expectations for workplace structure, employee engagement, and labor market competitiveness.

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