Hybrid working has become a defining feature of Ireland’s tech employment landscape in 2025. No longer viewed as a pandemic-era convenience, it's now a core element of how both employers and employees structure work.
As the tech sector matures, so too does the approach to balancing remote and on-site collaboration. This guide provides a detailed overview of hybrid working in the Irish tech sector—covering its evolution, current trends, legal considerations, and what both candidates and employers need to know.
The Evolution of Hybrid Work in Ireland
Hybrid working rose to prominence in 2020 but quickly evolved into a permanent fixture across Ireland’s tech industry. By late 2024, according to CIPD Ireland, over 70% of tech employers had formalised hybrid policies, and 84% of jobseekers said remote flexibility was a top priority when considering new roles. This shift has altered how companies recruit, manage, and retain talent.
Did you know that Ireland is also third behind the USA and Canada for remote roles per capita. According to the latest stats, there are 819 remote job opportunities per 100,000 people.
Dublin remains the most hybrid-active city, but major regional hubs like Cork, Galway, and Limerick have followed suit as decentralisation and regional tech investment increase. Roles in software engineering, DevOps, QA, data analytics, and product management are among the most commonly offered in hybrid formats.
Models of Hybrid Working in Tech
There’s no one-size-fits-all approach. Companies in Ireland use various models, including:
— Fixed hybrid: A set number of in-office days per week (e.g., Tues/Thurs).
— Flexible hybrid: Employees choose their on-site days based on team needs.
— Remote-first with office access: Default remote work, with optional hot-desking or hubs.
— Role-dependent: Technical teams work remotely; operations or HR staff are office-based.
The choice of model depends on company size, maturity, and culture. Startups often lean remote-first, while larger multinationals lean toward fixed hybrid for cohesion.
Benefits and Challenges for Employers
Benefits:
— Wider access to national and international tech talent.
— Reduced overhead costs from downsizing office space.
— Higher retention among employees seeking work-life balance.
Challenges:
— Maintaining a strong culture and team cohesion.
— Ensuring equal access to opportunity regardless of work location.
— Investing in secure, scalable remote collaboration tools.
Employers must also guard against proximity bias—where in-office staff are more visible and may receive preferential treatment.
Best Practices for Employers
— Define and communicate hybrid expectations clearly in job ads and contracts.
— Offer stipends for home office equipment and internet.
— Use outcome-based performance metrics over presenteeism.
— Provide regular training for managers on hybrid team leadership.
— Maintain structured onboarding for both in-office and remote hires.
What Candidates Should Know
Hybrid roles in Ireland often require strong self-management skills. Candidates should be able to demonstrate:
— Familiarity with collaboration tools (e.g., Slack, Miro, Zoom, Jira).
— Clear written and verbal communication.
— Ability to work independently and asynchronously.
— Willingness to travel to HQ occasionally for planning or team events.
During interviews, candidates should ask:
— What are the expectations around in-office attendance?
— How does the team handle collaboration and knowledge-sharing remotely?
— What support does the company provide for home-based employees?
Tips for Jobseekers New to Hybrid Working
If you're entering the hybrid workforce for the first time, preparation is key. Here are some practical tips to help you succeed:
— Set up a dedicated workspace at home that minimises distractions and supports focus. Even a small, consistent area can create a boundary between work and personal time.
— Establish a daily routine that mirrors your office schedule. Log in on time, take structured breaks, and avoid letting work hours blur into personal time.
— Use calendar and task management tools like Google Calendar, Trello, or Notion to keep track of meetings and deliverables.
— Proactively communicate with your manager and teammates—share updates, ask for clarification when needed, and participate in virtual stand-ups.
— Practice virtual meeting etiquette: test your tech in advance, keep your camera on when possible, and be present and engaged.
— Be visible. In a hybrid environment, visibility isn't about being in the office—it's about showing impact. Share your wins, contribute in meetings, and offer help to colleagues.
— Keep learning. Hybrid work often requires more initiative to seek out training and mentorship. Make use of internal resources and external courses to keep your skills current.
Legal and Compliance Considerations
Under Ireland’s Work Life Balance and Miscellaneous Provisions Act 2023, employees have the right to request remote work. While not all requests must be approved, employers must consider them fairly and provide a written response.
Companies must also:
— Comply with GDPR when remote access to sensitive data is involved.
— Ensure that home workspaces meet health and safety obligations.
— Consider tax implications if employees are based abroad.
The Future of Hybrid in Ireland’s Tech Sector
Hybrid working is no longer experimental. It’s embedded in how tech teams in Ireland operate. Employers embracing flexible models with clear policies and inclusive culture will remain competitive. Candidates who adapt to hybrid expectations and maintain a strong virtual presence will find abundant opportunities in both regional and multinational firms.
Hybrid work is reshaping not just where we work, but how we collaborate, measure success, and grow careers. For Ireland’s tech industry, it represents not a compromise, but a strategic advantage.
Whether you're an employer with hybrid work opportunities or you're a candidate looking for that perfect role, get in touch with Software Placements today.