

Since its massive adoption during the health crisis, teleworking has become a central subject in the organization of work in France.
Recent data from Revelio Labs reveals a complex context: companies imposing a strict return to the office are experiencing particularly limited growth, with only a 0.3% increase in job offers (source: Revelio Labs). While some are talking about the end of teleworking, it is in reality a profound transformation of this practice, with more rigorous supervision and a consolidation of internal policies.
What is currently being observed in French companies is not a suppression of this practice, but a revision of agreements and modalities to meet new challenges. According to Revelio Labs, organizations that offer hybrid or remote models attract the sought-after talents significantly more easily, demonstrating the importance of this flexibility in the labor market.
During the pandemic, many companies adopted remote work. Today, collective agreements are expiring, prompting employers to reconsider the terms.
Teleworking, although appreciated by a majority of employees, has highlighted several limitations for employers:
These obstacles are pushing companies to implement policies that allow them to combine the advantages of teleworking with those of face-to-face work.
Companies are now favoring a hybrid model that combines 2 to 3 days of teleworking per week with days in person. This system makes it possible to take advantage of the benefits of both working modes:
This flexibility meets employee expectations while providing employers with increased control over group dynamics and overall performance.
Resistance to change
Some employees prefer teleworking for a better quality of life: reduced travel, work/life balance.
Talent retention
The requirement to return to the office could prompt employees to leave their positions, as shown by a recent study on the end of teleworking.
Teleworking is increasingly regulated to avoid abuse or misunderstandings. Among the rules frequently established:
➡ Legal example: An employee was dismissed for teleworking from abroad without agreement, as confirmed by a recent decision of the Paris industrial tribunal (2024).
Choosing the right equipment is essential to maximize efficiency when working remotely . Zenho's folding desks, for example, allow you to transform a space into a real professional workstation, then put it away at the end of the day. This flexibility helps separate spaces dedicated to work from those dedicated to personal life.
To complement remote work, the physical office remains a central location where collaboration, creativity and human interaction take on their full meaning. Companies are also investing in improving spaces to meet the modern needs of teams.
The end of teleworking in France is not a reality, but rather an adaptation of practices. The hybrid model is an ideal compromise, allowing companies to maintain performance while meeting employee expectations. With consolidated policies and adapted tools, teleworking can become a sustainable and beneficial solution for all.
Teleworking is not disappearing, but companies are reorganizing it with adapted hybrid policies.
No, teleworking is not going to disappear. It is part of a more structured strategy to meet current professional challenges.
No specific date has been set. Companies are prioritizing a balance between teleworking and face-to-face work, without completely eliminating this practice.