Founder & APAC CEO of Cogs | Headhunter specialising in Digital, Design, Marketing and Creative | Global Network
We’re noticing a growing divide in Japan: more companies are pushing for employees to return to the office, while more professionals are seeking to leave rigid work environments in favour of greater flexibility. As recruiters for global companies in Japan, we’ve observed clear trends in workplace setups. Here’s a snapshot of what we’re seeing: Hybrid reigns: 2-3 office days a week, with the rest remote. Flexibility is a must: Many companies let employees choose their office days. Fully remote: Common in tech companies and start-ups. Fixed office days: Some companies require specific in-office schedules. 5 days of office work: Less common but still seen in some brand-side organizations. Examples from companies we work with: Creative Agencies: Most follow hybrid models with 2-3 office days, sometimes fixed, sometimes flexible. Consulting Firms: Typically 2-3 office days, with a mix of fixed and flexible setups. Tech Companies and Start-ups: Fully remote or employee-choice setups are common. Brand-Side Companies (Retail, Consumer Products, FMCG): Some stick to full-time office schedules, while others embrace hybrid. The Big Picture: Most global companies in Japan are adapting to hybrid work, with some considering a return to more office days. However, domestic firms often stick to traditional models—more office time, fixed hours, and overtime—which may not attract the talent they need. How does your company’s work style compare? #JapanWorkplace #HybridWork #Recruitment #WorkplaceTrends
Hybrid ‘2/3 office days’ rules feel like a one-size-fits-all solution meant to be “fair,” but they don’t really account for the fact that everyone’s job, tasks, goals, and outcomes are different. Plus, they miss the important step of creating an environment where employees are trusted and empowered to work where they can have the most impact. A better approach would be for managers and mentors to actively demonstrate (not just talk about) the value and impact of being in the office. They need to highlight the things that are genuinely more effective when everyone’s together. Once that’s clear, you don’t really need rigid rules. Employees will show up at the office as needed because they will confidently have ownership of their productivity and align their work habits with what actually drives results, instead of just following a policy.
Founder, Musubi Tech | Product Design, kimaru.ai | Executive Coach, OneDrops
2dCompanies need to ditch the arbitrary days requirement and rethink the purpose of their physical space. Why is 2 or 3 days important? Why is the whole week important? Having a dedicated desk made sense a long time ago, but with the proliferation of high-speed internet and online collaboration tools, many folks who require their computer to do work can do so, albeit more productively, from their home. In my opinion, the office makes sense when it is designed to support specific activities that you could not do as effectively from your home—for example, whiteboarding. There is no technology that can beat the immediacy and efficacy of a whiteboard when it comes to brainstorming or getting alignment on complicated topics. Another example is networking. Trying to network from your computer is doable, but you miss serendipitous moments when walking about the office. You also miss out on the human contact that helps mitigate loneliness and creates more camaraderie. The modern office should support activities that improve employee productivity and well-being: A conference center, workshop studio, game center... you get the idea. Then employees can figure out when they should come in because it's with a specific purpose. 🙂