Quick answer: Hybrid work is a working pattern where employees split their week between the office and home, or another remote location. No Indian statute defines it. But the Model Standing Orders, 2026 for the services sector allow work from home by mutual agreement, and the 48-hour weekly limit applies wherever the work happens.
- The Model Standing Orders, 2026 were issued on 8 May 2026 alongside the final central rules.
- For services, they allow work from home subject to mutual agreement between employer and employee.
- Weekly hours stay capped at 48, at home or in the office.
- Maharashtra allows up to 10 hours a day from 1 October 2025, still within 48 a week.
What do Indian rules say about a hybrid work model?
They treat it as a term of employment that both sides agree, not as a right either side can impose.
The PIB backgrounder on the Industrial Relations Code states that Model Standing Orders in service sectors “now explicitly allow work from home”, subject to mutual agreement. Certified standing orders are compulsory only at 300 or more workers. Smaller employers follow the model orders where relevant.
So write the arrangement down. The appointment letter or a hybrid addendum should name the base office, the expected office days and how either side can change them.
Hours and leave do not change at home. Office days in Pune fall under the Maharashtra Shops and Establishments Act. Home days still count toward the same 48-hour week, and attendance and leave management has to capture both.
Which hybrid work models do companies in India use?
Three patterns cover most teams, and our roundup of remote work trends tracks how they are shifting.
| Model | Office days | Works well for | Watch out for |
|---|---|---|---|
| Office-first | 3 or 4 fixed days | Teams that need hands-on mentoring | Long commutes in Bengaluru and Pune |
| Flexible hybrid | Team chooses 1 or 2 days | Product and engineering teams | Empty offices on the wrong days |
| Remote-first | Office for events only | A distributed workforce across cities | Weak team bonds without effort |
Whatever the model, the equipment question comes first. A hybrid employee needs a laptop at home and a desk at the office. Plan IT equipment provisioning for both locations.
Foreign employers often treat hybrid as informal. When nothing is written, a later recall to the office five days a week can turn into an argument about whether you changed the employee’s terms without consent. Write it.
How does hybrid work run under an EOR?
You set the office days. The EOR records them in the employment terms and handles the logistics.
As legal employer, the EOR issues the hybrid addendum, applies the state’s hours and leave rules, and supplies the laptop. If your remote team has no office of its own, the EOR can arrange a coworking desk for the in-person days.
Your separate work from home policy then covers home days in detail.
How does Remunance support hybrid teams in India?
Remunance bundles laptop provisioning and workspace coordination with employment, so a hybrid hire can start with a working machine and a desk on day one. Our 1,200+ hires for clients span 34 Indian cities. Our guide to office space solutions for EOR teams in India explains the desk options. Plan a hybrid set-up for your India team.
What else do people ask about hybrid work in India?
Is hybrid work legal in India?
Yes. No law bans it, and the Model Standing Orders, 2026 for services expressly allow work from home by mutual agreement.
What is the difference between hybrid and remote work?
Hybrid staff split time between home and an office. Remote staff work away from an office all or nearly all of the time.
Can an employer end hybrid work and recall staff to the office?
It depends on what was agreed. If the hybrid terms are in writing, change them in writing with reasonable notice. Silent changes invite disputes.