For the past three years, the corporate world has been locked in a territorial dispute. The return-to-office (RTO) wars were defined by geography: the home versus the headquarters. But as 2025 unfolded, the front line shifted. According to a report from commercial real estate giant JLL, Workforce Preference Barometer 2025, the most critical conflict between employers and employees is no longer about location—it is about time.
While structured hybrid policies have become the norm, with 66% of global office workers reporting clear expectations on which days to attend, a new disconnect has emerged. Employees have largely accepted the “where,” but they are aggressively demanding autonomy over the “when.”
The report highlights a fundamental change in employee priorities. Work-life balance has overtaken salary as the leading priority for office workers globally, cited by 65% of respondents—up from 59% in 2022. This statistic underscores a profound shift in needs: Employees are looking for “management of time over place.”
While high salaries remain the top reason people switch jobs, the ability to control one’s schedule is the primary reason they stay. The report notes employees are seeking “agency over when and how they work,” and this desire for temporal autonomy is reshaping the talent market.
Although JLL didn’t dive into the phenomenon of “coffee badging,” its findings align with the practice of hybrid workers stretching the boundaries of office attendance. The phrase—meaning when a worker badges in just long enough to have the proverbial cup of coffee before commuting somewhere else to keep working remotely—vividly illustrates how the goalposts have shifted from where to when. Gartner reported 60% of employers were tracking employees as of 2022, twice as many as before the pandemic.
The ‘flexibility gap’
JLL’s data reveals a significant “flexibility gap”: 57% of employees believe flexible working hours would improve their quality of life, yet only 49% currently have access to this benefit.
The gap is particularly dangerous for employers, JLL said, arguing it believes the “psychological contract” between workers and employers is at risk. While salary and flexibility remain fundamental to retention, JLL said its survey of 8,700 workers across 31 countries reveals a deeper psychological contract: “Workers today want to be visible, valued, and prepared for the future. Around one in three say they could leave for better career development or reskilling opportunities, while the same proportion is reevaluating the role of work in their lives.” JLL argued “recognition…emotional well-being and a clear sense of purpose” are now crucial for long-term retention.
The report warns that where this contract is broken, employees stop engaging and start seeking compensation through “increased commuting stipend and flexible hours.” The urgency for time flexibility is being driven by a crisis of exhaustion. Nearly 40% of global office workers report feeling overwhelmed, and burnout has become a “serious threat to employers’ operations.”
The link between rigid schedules and attrition is clear: Among employees considering quitting in the next 12 months, 57% report suffering from burnout. For caregivers and the “squeezed middle” of the workforce, standard hybrid policies are insufficient; 42% of caregivers require short-notice paid leave to manage their lives, yet they often feel their constraints are “poorly understood and supported at work.”
To survive this new battle, the report suggests companies must abandon “one-size-fits-all” approaches. Successful organizations are moving toward “tailored flexibility,” which emphasizes autonomy over working hours rather than just counting days at a desk. This shift even impacts the physical office building. To support a workforce that operates on asynchronous schedules, offices must adapt with “extended access hours,” smart lighting, and space-booking systems that support flexible work patterns rather than a rigid nine-to-five routine.
Management guru Suzy Welch, however, warns it may be an uphill battle for employers to find a burnout cure. The New York University professor, who spent seven years as a management consultant at Bain & Co. before joining Harvard Business Review in 2001, later serving as editor-in-chief, told the Masters of Scale podcast in September burnout is existential and generational. The 66-year-old Welch argued burnout is linked to hope, and current generations have reason to lack this.
“We believed that if if you worked hard you were rewarded for it. And so this is the disconnect,” she said.
Expanding on the theme, she added: “Gen Z thinks, ‘Yeah, I watched what happened to my parents’ career and I watched what happened to my older sister’s career and they worked very hard and they still got laid off.’” JLL’s worldwide survey suggests this message has resonated for workers globally: They shouldn’t give up too much of their time, because it just may not be rewarded.
