NatWest Increases Office Attendance Requirements for 30,000 Employees

NatWest is increasing office attendance requirements for approximately 30,000 employees, marking a shift in its post-pandemic flexible working arrangements. The policy change removes the bank’s remote-first category, which was introduced in 2021 as part of a three-tier working model covering office-based, hybrid and remote-first roles.

According to Reuters, nearly 13,500 employees who previously attended the office only a few days each month will now be required to work on-site two days a week. A further 17,000 employees working under hybrid arrangements will also face increased office attendance requirements.

NatWest has maintained that flexible working remains an important part of its employment approach. The bank argues that greater in-person interaction can strengthen collaboration among colleagues and improve customer service.

However, the decision has drawn criticism from Unite, the union representing bank employees. The union alleges that the changes conflict with commitments made under a 2025 pay agreement, which included a framework for consulting employees and unions on changes to office attendance policies.

Unite has also raised concerns about the potential financial and practical consequences for workers, including higher commuting and childcare costs. It has warned that increased attendance requirements could create additional difficulties for employees with caring responsibilities and disabilities.

The policy change highlights the challenges employers face when revising hybrid working arrangements. While organisations may prioritise collaboration, workplace culture and customer outcomes, employees often place greater emphasis on flexibility, affordability and work-life balance.

For HR leaders, the NatWest case underscores the importance of transparent communication and meaningful consultation when changing established working arrangements. Clear policies, consideration of individual circumstances and engagement with employee representatives can help organisations manage workplace transitions while maintaining employee trust.

As employers continue to reassess post-pandemic working models, balancing business requirements with workforce expectations remains a key challenge for human resources teams.