Hybrid work is not about where employees work from anymore; it is about how they thrive in this ecosystem. Since 2020, the way we work and live has been fundamentally reshaped, driven by a confluence of factors. Organisations around the world have had to rethink every aspect of their operations, including productivity, culture, communication and most importantly, how they track, evaluate, and support their people.

Employees have embraced the flexibility of working remotely, valuing the healthier work-life balance it offers. While some companies have adapted seamlessly, many are still grappling with the growing demand for hybrid arrangements or risk losing top talents. Ultimately, the bottom line is that business growth depends on satisfied and engaged employees. After all, it is talents within organisations that drive revenue, innovation and success.

GCC trends

The adoption of hybrid work in the Gulf region illustrates this trend clearly. According to a GulfTalent study, approximately 18 per cent of professionals across the GCC region work remotely or in hybrid settings since 2024, with the UAE leading at 21 per cent. Among firms already offering flexible arrangements, nearly one-third plan to expand hybrid policies further.

However, this transition also presents new challenges, particularly for attendance management systems. For decades, tracking attendance was simple since you could walk into the office, swipe or tap a card, and sit at your desk for eight hours. But this world is slowly fading. Today, employees are distributed across homes, offices, cafés, co-working spaces, and even airports. The definition of ‘being present’ has changed, but many attendance systems have not yet.

Companies relying on outdated swipe-in/out mechanisms and rigid office-day mandates are quickly losing control over compliance, productivity and employee trust. Collaboration suffers when teams do not know who will be in the office on which days. This also makes scheduling in-person meetings practically impossible, especially for larger organisations with several departments and teams. Remote employees may feel disconnected from peers, leadership and HR, fuelling perceptions of unequal career progression, limited development opportunities and subtle proximity bias.

Attendance mismanagement also has tangible consequences, such as payroll errors, administrative inefficiencies, and declining morale. Without real-time insights into who is working, when, and from where, organisations risk either micromanaging or assuming too much, neither of which support a productive workforce.

Modern systems

The solution lies in modern, AI-powered attendance management systems designed for hybrid work, essential for time accounting, discipline, productivity, and statutory compliance. These platforms offer flexible, real time attendance capture, transparent and consistent policies, simplified shift management and rostering, and automated compliance across regions. Easy to configure around a company’s business hours and functions, they create a centralised data environment where employers can instantly access attendance records such as clock in and clock out times, assigned shifts, late arrivals, effective working hours, and overall attendance status. Policies and rules can be configured directly within the application, with minimal need for customisation.

Moreover, employees benefit from self service features that allow them to check their attendance status anytime and track paydays, while team leaders and HR managers gain tools to regularise absences, monitor daily attendance, approve compensatory leaves, and streamline routine workforce management tasks.

Yet, having an attendance system alone is not enough. For smooth and simplified operations, the attendance system needs seamless integration with various systems like employee information system (HRIS), workforce management (scheduling), overtime management, leave management, and payroll management. Hence, organisations need a full HR ecosystem that supports every stage of the employee lifecycle, from recruitment and onboarding to core HR functions, attendance, payroll, performance management, exit processes, and employee engagement.

Complex regulations

In the Middle East region, numerous platforms now address the complex regulatory requirements of businesses operating across GCC countries, including the UAE, Saudi Arabia, Qatar, Oman, Bahrain, and Kuwait. This makes them particularly valuable for small and medium-sized businesses seeking operational efficiency, strengthened governance and robust HR processes.

Companies that have already upgraded to hybrid-ready attendance technology are witnessing tangible results, such as fewer payroll errors, higher employee satisfaction and significantly reduced administrative burden on HR teams. Hybrid work is not the future, but the present. If your attendance system is not equipped for this reality, your organisation is already behind, and it is time to act now.

As hybrid work positions itself as the leading model of modern business, organisations can no longer rely on outdated systems built for a bygone era. The future belongs to organisations that invest in smart, transparent and agile HR ecosystems that empower their people, wherever they work from. Upgrading the attendance management system is not a technical choice but a strategic one, further shaping employee experiences, operational accuracy and long-term organisational resilience.

- The writer is Co-Founder and CTO of greytHR

Sayeed Anjum

Articles from the author

Hybrid work? Attendance systems must evolve