The way engineers, consultants, and project teams work has changed permanently. What began as a pandemic-era necessity has evolved into one of the most important factors shaping careers, culture, and talent retention across Australia's building services sector. And the data is clear: flexibility is now an expectation, not a bonus.

Hybrid Work Has Become the New Normal

Across the country, hybrid working has firmly established itself as the standard model for office-based building services professionals. Most engineering consultancies and contractors now encourage a split between in-office collaboration and remote delivery — typically two to three days in the office each week, with the remainder used for focused design work, documentation, or site visits.

According to Connexus Recruitment's Remote and Hybrid Work Report: Building Services 2025, 38% of respondents are currently required to work three days in the office per week, while 18% enjoy full flexibility. Only 21% are working fully on-site, a figure largely driven by site-based and construction roles that require a physical presence.

Encouragingly, most organisations appear to be holding their ground on flexibility — 72% of respondents say their company has not changed its hybrid policy in the past six months, suggesting the sector has largely settled into a workable rhythm.

What Engineers and Designers Actually Want

When building services professionals are asked about their ideal working model, the answer is overwhelmingly in favour of choice. 48% of respondents prefer a flexible hybrid model where they choose their own in-office days, while another 39% are happy with set hybrid days. Just 11% want to work fully remotely, and only 2% prefer a fully office-based arrangement.

This preference for autonomy isn't just about comfort — it's about performance. Professionals who feel trusted to manage their own schedules consistently report higher engagement and stronger commitment to their teams.

The numbers become even more striking when the question of a full-time office return is raised. A significant 80% of respondents said they would consider changing employers if their company mandated a full-time return to the office. For organisations in a sector where skilled talent is already in short supply, that's a retention risk too significant to ignore.

Work-Life Balance: The Standout Benefit

Ask any building services professional what they value most about hybrid working and the answer is consistent. 70% of respondents cite better work-life balance as the greatest benefit of hybrid or remote work, followed by increased productivity and focus (15%), improved well-being (11%), and greater autonomy (4%).

For project-driven professionals navigating tight deadlines, demanding clients, and complex coordination across disciplines, the ability to work around family commitments, health, and personal interests isn't a luxury — it's what makes a long-term career in the sector sustainable.

Flexibility Now Rivals Salary

Perhaps the most telling finding in the report is the shift in what professionals prioritise when weighing up new opportunities. 55% of respondents would prioritise flexible or hybrid working policies over a higher salary, with only 45% placing pay first.

For engineers, designers, and project managers, flexibility represents something deeper than convenience. It signals trust, professional respect, and a recognition that output matters more than hours spent at a desk. In a competitive market, companies that can genuinely offer this — and back it up with culture and policy — have a real edge in attracting and retaining experienced talent.

The Return-to-Office Question

While global companies like Amazon, Google, and Meta have moved to reinstate structured office attendance, the building services sector in Australia appears more measured in its approach. The majority of firms are maintaining existing hybrid arrangements, and the data strongly suggests that any rollback of flexibility would come at a significant cost to staff morale and retention.

The most forward-thinking organisations understand that the debate isn't about where work happens — it's about how work happens best. Companies that focus on outcomes, trust their people, and adapt to shifting expectations are better positioned to build high-performing, resilient teams.

The Bottom Line for Building Services Employers

The message from the workforce is unambiguous. Flexibility is no longer something engineers and designers hope for — it's something they plan around, negotiate for, and, increasingly, walk away from roles that don't offer it.

Organisations that prioritise trust, choice, and work-life balance will be better placed to retain experienced professionals, attract top talent, and maintain a strong culture in a sector where the competition for skilled people is only growing.

Download the Full Report

Want to dive deeper into the data? The State of Remote Work in Australia: Remote and Hybrid Work Report by Connexus Recruitment covers the full findings from their independent research across the design and construction sector, including insights on hybrid policy changes, employee sentiment, and what the future of work looks like for building services teams.