Remote Work Statistics 2026: Trends and Factors

A medida que el trabajo remoto continúa remodelando el mundo profesional, comprender los datos más recientes puede proporcionar información valiosa sobre la dirección futura de la fuerza laboral. 

However, we must dig deeper to answer questions such as “What is the future of remote work in 2026?” and “Is remote work increasing or decreasing?”  

After all, remote work is no longer a mere experiment brought on by COVID-19, but an established work model for millions of employees globally. 

We’ll examine the most relevant remote work statistics and the percentage of remote workers in 2026 to see how they relate to emerging working-from-home trends. Finally, we’ll reflect on the opinions of both remote workers and employers to see whether their expectations for remote work in 2026 align. 

• Throughout 2025, 75% of employees engaged in some form of remote work for at least part of the year. 
• Flexibility is on the rise — notably, 40% of workers would seek out other job opportunities if required to return to the office full-time. 
• Hybrid creep, a phenomenon referring to employers steadily introducing more on-site stipulations, was prevalent throughout 2024 and 2025. And employees are feeling the pressure, with 30% of remote and hybrid workers feeling that working from home lowers their chances for professional growth.  
• Remote and hybrid employees credit flexible work arrangements with improving their work-life balance (67%), boosting overall satisfaction (54%), and enhancing wellbeing (44%). 
• Polyworking was also a relevant remote work trend throughout 2025, as 28% of employees admitted to having additional jobs or side hustles. 
• On the whole, managers view remote work positively, with 69% stating it has made their teams more productive. 
• With hybrid and remote work redefining the way we organize work, 93% of executives emphasize that the right technology is essential for business success.  

Statistics that answer the question: “Why remote work?” 

Buffer’s ”State of Remote Work” report revealed that 68% of people consider remote work a positive experience. It’s encouraging that no one said that remote work was or is a negative experience for them. 

Es más, según el mismo informe, el 98% de los encuestados dijo que:

• Les gustaría trabajar de forma remota (al menos parte del tiempo) durante el resto de sus carreras y
• Recomiendan el trabajo remoto a compañeros de trabajo, amigos y familiares.

According to an Owl Labs report — ”State of Hybrid Work 2023” — 66% of respondents said working from home should be a legal right. In their US-based survey, Owl Labs also found that 29% of hybrid and remote workers would expect a pay rise if forced to return to the office full-time.

But why do people want to work from home? 

The ”State of Hybrid Work 2025” report continued to explore remote work trends, finding that employees place the greatest value on flexibility regarding when and where they work. Specifically, the latest numbers indicate that 41% of employees achieve a better work-life balance when working from home.

Now that we’ve covered the initial figures, let’s take a deeper look at the remote work statistics for 2026.

1. El trabajo remoto es una opción

The 2025 research from The Chartered Institute of Personnel and Development (CIPD) regarding hybrid and remote work practices reveals that for many companies, remote work is a common choice. Namely, 91% of organizations operating in the UK offer some type of flexible arrangement, with:

• 51% supporting full-time remote work or on an ad hoc basis, while
• 55% provide part-time hours. 

According to a remote work survey from the Pew Research Center,​​ 75% of employed adults worked from home at least some part of 2025. 

That’s not that surprising, given that in 2024, hybrid work was on the rise, as 62% of US companies offered flexible work hours, driving the increase of hybrid workers. 

Moreover, many people prefer working from home — so much so that Owl Labs found that if hybrid and remote workers were to lose their flexible arrangements:

• 40% would begin searching for a new job with the desired flexibility, 
• 22% would anticipate to see a salary increase, and
• 5% would outright quit. 

Going back further to 2024, Owl Labs’ report on hybrid work revealed that 1 in 3 workers (31%) said they would start looking for a new job, while 6% said they would quit if their employer eliminated the flexibility to work remotely.  

Earlier data from the ”State of Remote Work 2022” report revealed that interest in remote and hybrid work rose by 24% and 16%, respectively, compared to findings from previous years. Conversely, interest in in-office work dropped by 24%. 

The preference for WFH positions persists today. Although companies tightened their in-office requirements throughout 2025 — a phenomenon dubbed “hybrid creep” — employees still prefer remote and hybrid arrangements over being in the office full-time. 

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#2: Remote work contributes to happiness 

One of the emerging remote work trends in 2026 is the array of advantages employees associate with remote and hybrid work. In the 2025 research from CIPD, respondents highlighted the following benefits:

• Improved work-life balance (67%),
• Increased employee satisfaction (54%),
• Higher employee retention rates (45%), and
• Better employee wellbeing (44%). 

In the “State of Hybrid Work 2024” report by Owl Labs, employees reported that hybrid work affected their happiness in the following ways: 

• 84% ate healthier food when working at home and
• 51% achieved a better work-life balance.  

In fact, 71% of respondents agreed that flexible working hours contribute to a healthy work-life balance, which is integral to their happiness (at work or otherwise). What’s more, 25% of them would be willing to take a 15% pay cut to get more flexible working hours.

Según un informe anterior de Buffer, los trabajadores remotos e híbridos prefieren sus modelos de trabajo porque les permiten:

• Tener un horario flexible: 22%,
• Elegir cómo pasan su tiempo: 19%, y
• Elegir su ubicación laboral: 13%.

#3: Highly educated employees with higher incomes choose remote work more often

The latest Bureau of Labor Statistics telework report from 2025 shows a clear correlation between education levels and remote work adoption rates among US employees. 

As the Pew Research Center reported in 2023, highly educated employees earning higher salaries are more likely to say they can work from home.

Further reporting supports these figures. 

Findings by the Federal Reserve Bank of St. Louis showed that remote work was more prevalent in 2024 compared to pre-pandemic years, particularly among higher-educated and higher-paid workers. This apparent “education gap” highlights the fact that remote work is most accessible to employees who hold bachelor’s or advanced degrees. 

Estadísticas que muestran desde dónde trabajan los empleados remotos

¿Cómo es realmente trabajar desde casa? 

Buffer’s findings show that post-pandemic, 82% of remote workers choose their homes as their primary work location. 

Sólo el 5% afirmó trabajar en espacios de coworking, mientras que el 2% prefirió trabajar en cafeterías u otros lugares. 

But, while most remote employees worked from the comfort of their homes, some decided to relocate.

A US Census Bureau report shows that, in 2024, approximately 40% of remote workers took advantage of flexible work to move from high-cost urban centers to more affordable regions. 

Buffer’s “State of Remote Work” report from 2023 stated that 60% of remote workers preferred the remote work model because it allows them to choose where they live. 

In 2021, at the peak of remote work, the numbers were even higher — about 78% of Owl Labs’ “State of Remote Work 2021” study participants stated that they moved away from an urban location due to remote work.

Estadísticas que muestran el impacto general del trabajo remoto

The hybrid work indicator by Gallup tracks and analyzes the experiences of remote, hybrid, and on-site employees. The 2025 insights indicate that when working from home:

• 64% of employees use their time more efficiently, while 
• 61% experience less fatigue or burnout.

But are remote workers more productive than in-office counterparts?Here’s what we can learn from employee productivity statistics.

Owl Labs’ data for 2025 shows that productivity is still intact. Around 70% of managers said that remote or hybrid work makes their teams more productive, while only 12% said it makes them less productive.

However, there seems to have been a mismatch between men and women in previous years. 

According to data cited in FlexJobs’ survey from 2021, 80% of female respondents considered remote work one of the most important factors when looking for a new job, compared to 52% of men. 

However, these numbers seem to have stabilized, at least when it comes to college-educated women and men working from home in 2025. According to WFH data from SIEPR (Stanford Institute for Economic Policy Research), the number of men and women working remotely remains nearly equal across all regions of the world. 

Let’s go into greater detail and examine the impact of remote work in 2026 across:

• Géneros,
• Generaciones,
• Industrias, y
• Países.

Estadísticas que muestran el impacto del trabajo remoto en diferentes géneros 

As we’ve mentioned, there has been a significant discrepancy between the genders when it comes to the desire (or lack thereof) to return to the office.

During the initial surge of RTO mandates in 2023, men were more likely to hustle back into offices than women, according to data from the Bureau of Labor Statistics report. 

However, in 2024, we saw slightly more male employees working from home — 49.6% compared to 46.4% of female remote workers, as the US Career Institute reports. 

Whether men and women were in the office or at home in 2025 depended on whether they had children. According to findings from SIEPR, parents with children were more likely to be working following a hybrid work schedule with 1–3 days of at-home work per week. 

Veamos algunas diferencias entre géneros sobre el trabajo remoto.

Las mujeres siguen siendo más propensas a trabajar desde casa

Despite the varying statistics, women still predominantly prefer working from home. 

This desire to work remotely is even more intense for women with children. SIEPR found that, on average, women with children wanted to work from home 2.66 days a week. For women without children, that number fell to 2.53. 

In contrast, the work-from-home preferences of men with children and those without are much more aligned. Even so, men with children do show a slightly higher preference for remote work than their peers without children.

During 2025, parenthood continued to influence remote work preferences — 49% of women (compared to 43% of men) reported they’d be likely to leave their jobs if the option to work from home was no longer available. 

The McKinsey report ”Women in the Workplace 2024” shows that 9 out of 10 women gravitated towards remote work.

This is consistent with Owl Labs’ report from 2022, which shows that the inclination of women to work from home was much higher than that of men. 

Even in 2019, women accounted for 56% of all home-based workers, ILO reported in their ”Working from home” report. 

Pero, ¿por qué las mujeres tienen mayor tendencia a trabajar desde casa?

Bueno, además de ser empleadas, la mayoría de las mujeres en todo el mundo también son amas de casa y cuidadoras. 

Al optar por trabajar desde sus hogares, pueden combinar sus múltiples responsabilidades con el trabajo remunerado, incluso si eso significa trabajar más horas.

Research on gender inequality in unpaid work, done by CAKE.com, showed that women spend more time than men on unpaid domestic work, specifically:

• Cuidado de hijos: las mujeres cuidan a los niños el 39,45% de su tiempo y los hombres dedican el 33,37% de su tiempo a esa actividad.
• Preparación de comidas: las mujeres dedican el 31,9% de su tiempo a esta tarea, en comparación con el 17,4% del tiempo que dedican los hombres.
• Limpieza de la casa: las mujeres limpian el 22,65% de su tiempo, mientras que los hombres dedican a esta tarea el 18,2% de su tiempo.
• Lavandería: el 7,79% del tiempo de las mujeres se dedica a esta tarea, mientras que los hombres no informaron que lavar la ropa fuera una tarea rutinaria en este informe. 

Según este informe, las mujeres realizan el 58% de trabajo no remunerado, mientras que los hombres realizan el 42%. 

Las mujeres manejan mejor el equilibrio entre vida personal y laboral que los hombres

Exploremos qué beneficios pueden disfrutar tanto las mujeres como los hombres cuando trabajan desde casa. 

Según los hallazgos del Pew Research Center, tanto a hombres como a mujeres les resulta igualmente fácil equilibrar el trabajo y la vida personal cuando trabajan desde casa. 

Yet, women seem to handle working from home better than men when it comes to:

• Getting work done, 
• Meeting deadlines, and 
• Advancing their careers. 

Also, as the McKinsey report highlights, women report experiencing fewer microaggressions when working remotely.

Los hombres tienden a trabajar más de 10 horas adicionales a la semana cuando trabajan de forma remota 

Putting in more hours seems to be reserved for men, the Owl Labs 2024 report revealed. They were 41% more likely to work 10+ additional hours per week. 

Additionally, Owl Labs found that in 2025, men were more likely to relocate for a flexible work location. While 59% of women would sacrifice their pay for a more flexible arrangement, 66% men stated they would do the same. 

Por el contrario, las mujeres afirman trabajar las mismas horas que cuando trabajaban en la oficina.

However, data shows that gendered differences persist and that women focus more on family tasks. For example, a 2022 Ohio State University study examining dual-earner couples underscores that women who work remotely are more likely to feel the need to complete more chores than their partners. 

These blurred lines between work and life may sometimes lead to burnout and a sense of guilt. 

Las mujeres afirman ser más productivas en entornos remotos

A 2024 US Bureau of Labor Statistics report revealed an overall positive correlation between remote work and productivity increase across 61 industries.

Aún así, las mujeres informaron siendo un poco más productivas que los hombres, según el estudio SHRM de 2021. 

For example, 40% of women said they are more productive in a remote work environment, while only 35% of men felt the same way.

However, data from a 2023 study titled “Virtuality at Work: A Double-Edged Sword for Women’s Career Equality?”warns that while flexible and remote work allows women to manage non-work demands, they might also reduce women’s opportunities in the workplace, primarily regarding countering social stereotypes. 

Estadísticas que muestran el impacto del trabajo remoto en diferentes generaciones 

There are currently 5 generations making up the global workforce: 

• Tradicionalistas (1928–1945),
• Baby Boomers (1946–1964),
• Generación X (1965–1980),
• Millenials (1981–1994), y
• Generación Z (1995–2010).

Today’s workforce mainly consists of Millennials and Gen Zs, whose diverse, people-oriented, and socially responsible worldviews challenge companies to reevaluate their business practices.

Millennials now comprise about 36% of the US workforce, making them the largest demographic in the workforce. 

En 2024, el mercado laboral estadounidense contó 50 millones de empleados de la Generación Z, informa CAKE.com en su informe Gen Z Effect de 2024. 

Además, 2024 marca el año en que la Generación Z supera a los Baby Boomers en el mercado laboral. 

Pero, ¿cómo ha impactado el trabajo remoto a estas dos (y otras) generaciones? 

La mayoría de la Generación Z y los Millennials solían querer un modelo de trabajo híbrido o remoto 

In Deloitte’s 2023 survey, 77% of Gen Zs and 75% of Millennials said they would start looking for a new job if their company required them to return to the office full time. 

However, their 2024 survey edition exposed some changes on that front. Namely, 64% of Gen Z and 66% of Millennials stated they work in companies that recently mandated a return to the office. 

La mayoría de los trabajadores ahora trabajan completamente en situ en ambas generaciones, pero tienen sentimientos mezclados, al respecto. 

Overall, both Millennials and Gen Z workers cite more positive effects of the RTO policy. 

Specifically, 28% of Millennials and 26% of Gen Z workers feel more engaged with their organizations and coworkers when working on-site, and almost the same amount of respondents (27% and 25%, respectively) reported having better routines and structure at work.

The negative impact of on-site work included the financial side (for 17% of Millennials and 21% of Gen Z) and decreased productivity (for 17% of Millennials and 18% of Gen Z respondents).  

The ”2025 Gen Z and Millennial Survey” from Deloitte notes that most Gen Z employees began their careers during the COVID-19 pandemic. These circumstances may have shaped their views on work-life balance, influencing which aspects they most appreciate in a job.  

Más de la mitad de los Millennials y la Generación Z consideran cambiar de trabajo 

For Millennials and Gen Zs, job changes aren’t uncommon. These generations know what they want in an employer and aren’t afraid to keep looking until they find a perfect match.

In 2024, over 90% of Gen Zs and Millennials were expected to give a positive answer to whether they were considering looking for a new job. This was a huge spike compared to previous years.  

According to Microsoft’s report titled ”Great Expectations: Making Hybrid Work Work”, 52% of Gen Z and Millennials changed jobs in 2023. These numbers were the same in 2022. 

Interestingly, the prevalence of artificial intelligence (AI) is changing what types of jobs Gen Z and Millennials look for, according to Deloitte’s 2025 survey. Around 66% of Gen Zs and 68% of Millennials stated they would search for jobs safe from AI-powered disruption — like trades or manual labor, for example. 

Tanto los Millennials como la Generación Z están de acuerdo con dejar sus trabajos actuales 

With both generations taking up a majority of the workforce, there has been a more positive shift toward career fluidity. 

According to Deloitte’s insights from 2025, approximately 31% of Gen Z workers intend to change their jobs in the following two years. As Millennials are further along in their career trajectories, only 17% plan to switch employers in two years’ time. 

When we look 5 years ahead, the numbers are even higher. According to a 2024 Deloitte report, more than half of Gen Z respondents (53%) and 49% of Millennials don’t plan on staying at their current job for longer than 5 years. 

En su encuesta de 2023, Deloitte informó que casi una cuarta parte de la Generación Z (el 23%) y el 13% de los Millennials planificó dejar su trabajo dentro de un año.

Las cosas han quedado consistentes con la encuesta de Deloitte de 2022, que descubrió que al 40% de la Generación Z y casi al 24% de los Millennials les gustaría dejar sus trabajos dentro de dos años. 

La flexibilidad y el salario son las principales razones por las que los Millennials y la Generación Z cambian de trabajo

In their report, Deloitte found that pay is the main reason Millennials and Gen Zs left a role in the last two years.

Moreover, research on job-hopping reveals that the average tenure for Gen Z workers in the first 5 years of their professional career is approximately one year. By comparison, for Millennials and Gen X employees, the average is 1.8 and 2.8 years, respectively. 

According to a 2024 survey from Qureos, Gen Z and Millennials cited the following motivators to stay in a company:

• Impacto en la sociedad: el 93%,
• Equilibrio entre la vida personal y laboral: el 77%,
• Diversidad e inclusión: el 77%,
• Seguro médico: el 70%, y
• Salario competitivo: el 63%.

These findings suggest that Gen Zs and Millennials would much rather have a better work-life balance (achieved through remote and hybrid work) than a higher paycheck. 

Los Millennials y la Generación Z son más propensos a ganar más dinero a través de trabajos y negocios secundarios 

According to Intuit’s 2024 survey, nearly two-thirds (66%) of Millennials and Gen Zs have started or planned to start a side hustle in late 2024. Moreover, 65% planned to continue their business endeavors through 2025. 

Surprisingly, Owl Labs’ “State of Hybrid Work” report for 2023 showed that 68%​​ of people with another job, side business, or project were actually in-office workers. Only 27% were remote or hybrid workers. 

The “State of Hybrid Work” report for 2025 reveals that polyworking continues to be a feature of the modern workforce, with 28% of employees having side hustles or additional jobs.

Millennials and Gen Z appreciate the benefits of both remote and on-site work 

Para los Millennials y la Generación Z, los beneficios del trabajo remoto varían. 

In their 2023 survey, Deloitte discovered the 4 most common benefits for Gen Z and Millennial employees working remotely:

1. Un mejor equilibrio entre la vida laboral y personal, 
2. Ahorrar dinero, 
3. Better productivity, and 
4. Impacto positivo en la salud mental. 

However, a 2024 research paper exploring Gen Z’s desire for hybrid work shows a shift toward more on-site work for Gen Z employees. Namely, Gen Z workers largely report benefits connected to on-site work, which include: 

• Amenities and infrastructure,
• Visibility and social engagement, and
• Mejor rutina y estructura en el trabajo.  

At the same time, Gen Z employees are reevaluating the challenges of remote working more attentively, according to Gallup’s findings from 2025. 

The lack of meaningful, face-to-face interactions is a notable factor deterring Gen Z from working fully remotely, most likely because Gen Z is the loneliest across all 5 generations present in the workforce, as Gallup notes. 

Estadísticas que muestran el impacto del trabajo remoto en diferentes industrias 

¿Qué industrias ofrecen más oportunidades para el trabajo remoto?

¿Qué industrias tienen menos probabilidades de operar de forma remota? 

Let’s look at remote work statistics across different industries. 

Las industrias de software y TI son las más propensas a adoptar el trabajo remoto 

The Remote Work Index by FlexJobs indicates that, in the final quarter of 2025, the most remote-friendly career fields were:

• Project management,
• Computer and IT,
• Sales,
• Client services, and
• Medical and health. 

Data from Robert Half, a US-based staffing and HR consulting firm, backs these findings, showing that the tech sector was among the top industries offering either fully remote or hybrid work at the end of 2025. Specifically, the professional fields with the most flexible job opportunities were:

• Marketing, 
• Technology,
• Legal,
• Finance and consulting, and
• Human resources. 

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Para algunas industrias y puesto de trabajo, el trabajo remoto no es una opción 

The ”UK Job Market Report” from Adzuna reveals that, in 2025, remote job postings fell to their lowest levels since 2020. In contrast, on-site vacancies have been steadily increasing. 

This insight makes sense to an extent — not all professional fields can afford to implement remote work. According to the Bureau of Labor Statistics, the occupations and industries that cannot operate in a remote setting include:

• Servicio de protección, 
• Limpieza y mantenimiento de edificios y terrenos,
• Atención y servicio personal, 
• Construcción y extracción, y
• Agricultura, pesca y silvicultura.

Similarly, the Flex Report shows that the top 5 industries requiring full-time in-office work in 2025 were: 

• Transportation and automotive — 55%,
• Hospitality — 53%,
• Educación: 50%,
• Restaurants and food services — 49%, and 
• Government — 46%. 

Estadísticas que muestran el impacto del trabajo remoto en diferentes países 

El trabajo remoto, el teletrabajo o el “trabajo desde cualquier lugar” se ven diferentes de un país a otro. Echemos un vistazo detallado para descubrirlo:

• Which countries are best for remote workers in 2026?
• Which parts of the world are the most attractive to digital nomads?
• ¿Qué países todavía no adoptan plenamente el trabajo remoto?

Dinamarca está clasificada como el mejor país para trabajadores remotos

In their ”Global Remote Work Index” report, NordLayer listed the best countries to work remotely from. 

Clasificaron los países según 4 categorías diferentes:

1. Seguridad cibernética, 
2. Seguridad económica, 
3. Infraestructura digital y física, y 
4. Seguridad social. 

Dinamarca ocupa el primer lugar en la lista, con puntuaciones altas en las 4 categorías, y le siguen de cerca otros 9 países europeos. Estados Unidos y Canadá ocupan los puestos 16 y 14 de la lista, respectivamente.

Croacia es la mejor país para nómadas digitales

Meanwhile, other reports, such as Pumble’s Digital Nomad Statistics, show what different countries with digital nomad visas offer regarding working conditions and the opportunities for exploring outside the usual 9–5 routine.

Según los datos de Pumble, Croacia fue el primer país en la lista de los países más preferidos por los nómadas digitales en 2024, seguido de cerca por:

• Grecia, 
• Corea del Sur, 
• Malasia, y 
• Japón. 

The ”Global Digital Nomad Report 2025” from Global Citizens Solutions notes that many countries in Europe stand out due to their structured digital nomad frameworks. This approach makes countries such as Spain, Croatia, Malta, and Portugal highly appealing for long-term relocation. 

Algunos países cuentan con regulaciones de trabajo remoto 

Cuando la pandemia obligó a muchos a trabajar desde casa, destacó los desafíos del trabajo remoto. 

Como resultado, algunos países han actualizado sus leyes laborales para regular el trabajo a distancia. Aunque algunos países ya contaban con algún tipo de legislación sobre trabajo a distancia, algunas de esas regulaciones nunca se habían puesto en práctica.

Recent changes to remote work legislation include:

• Requerir acuerdos escritos para el trabajo remoto,
• Obligar a los empleadores a proporcionar a los trabajadores el equipo necesario y cubrir los costes relacionados, como Internet, y
• Prohibir a los empresarios discriminar a los trabajadores por motivos de género, edad, grupo profesional, discapacidad o antigüedad. 

In 2025, more countries, such as Costa Rica, Austria, Oman, and Columbia, have joined in enacting telework regulations.

France continues to resist remote work 

Although remote work has changed the ways companies organize their workforce, in France, telework remains an uncommon practice. In 2024:

• Less than 3% of private sector employees worked remotely,
• 26% followed a hybrid arrangement, and
• 78% worked on-site full-time.

If we compare these numbers to those in more remote-friendly countries such as the US, the resistance is clear. By the end of 2024:

• 13% of US employees were fully remote,
• 61% worked on-site, and
• 26% were hybrid workers.

This Bloomberg survey from November 2023 found that, in general, the French offer less flexibility to their workers. In Paris, the economic capital of France, only 7% of responders said that they have fully remote jobs.

On the whole, remote work arrangements remain more common in Europe and North America, reveals a comprehensive 2025 WFH research study. The study also confirms what the above figures suggest — across Asia, remote work remains limited. For example, while Japan adopted telework during the COVID-19 pandemic, in 2026, on-site work remains the norm. 

Las empresas de Canadá, EE. UU. y el Reino Unido son más propensas a permitir que los empleados trabajen de forma completamente remota 

Data from WFH found that English-speaking countries are more likely to allow employees to work from home. 

In countries like the US, Ireland, and Canada, employees typically spend 1.5–1.9 days working from home per week. 

For workers in South America and Asia, the numbers are lower. 

Estadísticas que muestran la estructura de trabajo remoto más común

En función del tiempo que los empleados dedican a trabajar en remoto, podemos distinguir entre las siguientes estructuras laborales: 

• Trabajo totalmente remoto, 
• Remoto en primer lugar, 
• Híbrido e híbrido flexible,
• Trabajo desde la oficina ocasional,
• Trabajo desde la oficina en primer lugar, con trabajo remoto permitido, y
• Trabajo completamente desde la oficina. 

With so many diverse choices available, what have companies implemented so far? More importantly, what are their plans for the future? 

El trabajo totalmente remoto está en constante declive 

If we compare numbers from 2022 to 2025, we’ll see that they have changed dramatically. Owl Labs’ reports for these years show a steady decline in fully remote work and an increase in in-office work. 

As a result, hybrid and in-office work saw a steady rise throughout 2025, while remote structures took a slight drop. 

Echa un vistazo a los números a continuación.

A 2025 report from Project.co showed similar numbers. Namely, 36% of respondents said they were in the office 5 days a week, while only 20% worked fully remotely. Meanwhile, the majority (44%) had a hybrid work pattern.

The number of fully remote companies is stabilizing 

The”Global Virtual Teams Survey Report 2022”, conducted by CultureWizard, looked into remote work trends and found that about 89% of companies functioned as: 

• Trabajo totalmente remoto, 
• Remote-first, or 
• Remote-friendly companies.

Hoy las cosas son diferentes. 

Aunque muchas empresas están presionando para volver a la oficina, en 2023 se produjo un aumento masivo en la cantidad de empresas que ofrecen modelos de trabajo híbridos. Entre principios de 2023 y finales de noviembre de 2023, la cifra aumentó del 51% al 62%. 

The numbers for 2025 were promising — 66% of companies offered location flexibility, while only 34% required full-time in-office work. 

El modelo híbrido estructurado está en pleno auge

Muchos esperaban que en 2023 se produjera un regreso completo a las oficinas. Más bien, fue el año en que se estableció plenamente el trabajo híbrido estructurado. 

According to the 2024 “Flex Index Report”, the structured hybrid work model rose by 23% compared to 2023. 

This model requires employees to work in the office for a specific number of days (or amount of time). Remote work statistics from Owl Labs’ Reports for 2022, 2023, 2024, and 2025 suggest that many companies prefer a hybrid schedule over operating an entirely remote workforce. 

Así, el deseo por el trabajo remoto o híbrido se mantiene firme, pero las empresas ya no están interesadas en cumplirlo. 

As you can see in the table below, the number of remote and hybrid workers kept decreasing until 2024. Then another dip happened for remote work, though the hybrid model is on a slow but steady rise. 

Estadísticas que muestran la estructura de trabajo remoto más preferida

Buffer’s “State of Remote Work Report 2023” states that about 91% of remote employees would like to keep working in a remote setting — fully remote (71%) or remote-first (20%). 

A tan solo el 1% le gustaría volver a la oficina. 

Furthermore, according to Owl Labs’ report for 2025, remote and flexible work were among the top factors influencing the professional lives of employees, with:

• 83% of employees mentioning flexible hours,
• 82% citing flexibility in terms of work days, while
• 79% highlighting flexibility regarding location. 

Sin embargo, cuando se trata de trabajo remoto, los empleados y las empresas parecen tener preferencias distintas.

Exploremos eso con más profundidad en las siguientes líneas.

Los empleadores y los empleados no están completamente de acuerdo sobre el trabajo remoto

As shown by the 2022 and 2023 Owl Labs reports, most remote workers wanted to keep working from home post-pandemic. 

What’s more, their interest in remote and hybrid work remained steady throughout 2021–2023, as you can see from the table below.

In 2025, Pew Research Center found that among workers who rarely or never work from home: 

• Al 63% le gustaría trabajar desde casa por algún tiempo o la mayoría del tiempo, 
• El 19% elegiría trabajar desde casa todo el tiempo, y 
• El 17% casi nunca o nunca trabajaría desde casa. 

However, the data also shows that, while employees are less interested in full-time office positions, companies are less keen to go fully remote. As a result, the hybrid model is the only area where employees and employers come close to reaching common ground. 

Los empleadores se inclinan mayoritariamente por modelos de trabajo híbridos

Although return to office mandates have been a major topic of conversation the past few years, not much seems to have changed in 2025. In fact, 73% of employees surveyed by Owl Labs stated that there’s been no change in their companies’ remote and hybrid work policies. 

That’s not surprising, given that, as the “2024 State of Hybrid Work” report suggests, employers were actively making efforts to better support hybrid work. The study respondents reported that, during 2024:

• 50% of employers have trained managers on how to manage their remote/hybrid teams, 
• 49% have trained employees on how to hold effective and inclusive hybrid meetings, and 
• 47% have trained employees to use mixed real-time and asynchronous methods of communication.  

In the 2023 edition of the report, we first witnessed employers’ willingness to compromise on a hybrid work model. Workers noticed that employers were attempting to make this compromise more appealing, as: 

• 63% of respondents attended training for hybrid meetings, and 
• 62% said their managers had undergone training on managing distributed teams.

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La mayoría de los empleados también prefiere el trabajo híbrido

It seems that hybrid work is here to stay. 

The Pew Research Center study shows that this trend was strong in 2025. Namely, 72% of hybrid employees — working from home most or some of the time — preferred a hybrid arrangement. In comparison, only 24% said they’d work from home all the time. 

This is consistent with PwC’s future of work survey in 2021, which found that more than half of employees would prefer a remote or hybrid work arrangement. Only 21% said that the nature of their work doesn’t allow for remote work.

Estadísticas que muestran cómo las empresas apoyan el trabajo remoto 

Cuando comenzó la pandemia, manejar un equipo remoto era una novedad para muchos gerentes y líderes, por lo que tuvieron que aprender a adaptarse. 

WorkTango’s ”2022 Workplace Report” revealed that​​ about 45% of companies implemented flexible scheduling and remote work options. 

El objetivo era fomentar el bienestar de los empleados y gerentes y prevenir el burnout.

Buffer’s report for 2023 also recorded several ways companies facilitate remote work.

About 93% of employees said their organization trusts them to work remotely. Moreover, 75% of remote workers said their companies help them connect with colleagues at work.

The general sentiment is clear — remote and hybrid work policies yield good results in well-connected workplaces that prioritize trust. Here’s how well companies are doing on that front in 2026. 

1. Algunas empresas ofrecen horarios de trabajo flexibles

Para algunas empresas, mantener un entorno de trabajo flexible es una forma de apoyar a sus trabajadores remotos. 

En 2023, el 71% de los trabajadores encuestados por Buffer afirmaron que su empresa les permite trabajar de forma remota de alguna manera. 

The report also revealed that 63% of employees said their companies offer flexible work, while 30% said their companies don’t do this — but the employees wished they would. 

More employers have realized that flexible approaches could result in better outcomes. This comes just in time, as respondents in Own Labs 2024 survey stated that 6% would quit if their employer revoked their hybrid policies, while 31% would start looking for other jobs.

Yet, WTW’s flexible work model survey suggests that the flexible trend may be shifting. It reveals that as many as 61% of US companies have implemented a formal policy mandating a minimum number of days a week in the office. 

In 2026, this remote work trend — if we can call it that — continues, and we’re seeing more organizations adopt flexible work within their hybrid work policy. 

According to the ”Flex Report” for Q3 of 2025, 71% of Fortune 100 companies offer their employees some kind of hybrid arrangement. 

While almost half (45%) of Fortune 100 employees spend 4 or even 5 days in the office, others don’t, as 35% go into the office 3 days a week. That means that full-time in-person work is reserved for only 29% of Fortune 100 employees. 

 2. Una pequeña parte de las empresas tiene una política de días sin reuniones 

Según las Estadísticas de reuniones más recientes de Pumble, la gente pasa más tiempo que nunca en reuniones virtuales. 

Additionally, the Owl Labs report from 2025 found that, on average, employees attend 5 face-to-face meetings and 5 remote meetings each week. 

Interestingly, Buffer reported that​​ about 37% of companies have implemented a no-meeting days policy. 

An article from the University of Reading analysed the impact of zero-meeting days and concluded that such practices:

• Increase productivity,
• Help employees feel more independent and empowered, and
• Boost employee satisfaction and accountability. 

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3. Algunas empresas han adoptado una semana laboral de 4 días 

Algunas empresas introdujeron una política de semana laboral de 4 días (4DWW, por sus siglas en inglés) para reducir los efectos del burnout y el estrés. 

Un experimento de la semana laboral de 4 días realizado en el Reino Unido durante 2023 en el que participaron 61 empresas encontró los siguientes resultados:

• El 71% de los empleados informaron estar menos agotados,
• El 60% de los empleados afirmó que era más fácil encontrar el equilibrio entre el trabajo y la vida personal,
• El 48% de los empleados informaron estar más satisfechos con su trabajo, y
• El 39% de los empleados informaron estar menos estresados. 

Since 2023, we’ve seen more companies explore the possibility of shorter workweeks. A 2024 survey by KPMG found that 30% of large US companies were considering adopting the 4-day workweek. 

Moreover, the 4 Day Week Global pilot program, which involved 2,000 businesses across the US and Canada, found that participating companies saw:

• An 8% spike in revenue during the course of the trial,
• More free time employees could spend on personal appointments and leisure activities, 
• Improved wellness and mental health in the workplace, and
• A one-hour decrease in time spent commuting.   

Estadísticas que muestran los cambios que vienen con el trabajo remoto 

The global spread of remote and hybrid work has brought some changes. Let’s take a deeper look into what they are. 

1. Las condiciones laborales generales cambiaron con el trabajo remoto

La mayoría de los cambios afectaron al propio lugar de trabajo. Esto es lo que los encuestados han listado en el informe de Buffer: 

• Para el 56% de los encuestados, la comunicación y la colaboración han cambiado desde que empezaron a trabajar de forma remota. 
• Para el 53% de los encuestados, el horario de trabajo ha cambiado.
• Alrededor del 51% dijo que ahora participa en más videoreuniones.
• Around 45% said the way they worked has changed. 
• Sólo el 8% afirmó que nada ha cambiado desde que empezaron a trabajar de forma remota. 

2. Las personas tienden a trabajar más cuando trabajan de forma remota 

Según State of Remote Work 2023 Report de Buffer, el 44% de los trabajadores remotos declararon que trabajaron más horas en 2023 que el año anterior.

Sólo el 24% dijo que trabajaba menos y el 32% afirmó que trabajaba el mismo número de horas.

Sin embargo, al mismo tiempo, el informe afirma que la gente se siente con más energía que antes, al menos según el 48% de los encuestados. Alrededor del 31% de ellos afirmó que no había cambios en sus niveles de energía, mientras que el 21% dijo que estaban agotados.

#3: Amid rising stress levels, most remote workers prioritize mental health 

Ya que algunos empleados remotos han trabajado más horas y los fines de semana, también han comenzado a cuidar más su salud mental. 

Algunas empresas han hecho lo mismo. Según la encuesta de Deloitte 2023 entre la Generación Z y los Millennials, más del 50% de los encuestados dijeron que sus empresas están tomando más en serio los problemas de salud mental y tomando medidas concretas para mejorarlos.

That’s not to say that employees, especially those in middle-market companies, aren’t still struggling with mental health challenges. 

A 2023 survey by RSM International and the US Chamber of Commerce found that executives identified isolation as the top mental health stressor for their employees. The survey results indicate that approximately 73% of remote workers felt isolated, up from 68% the previous year. 

Despite these earlier findings, little has been done to remedy these issues in the past couple of years. In 2024, Owl Labs revealed that stress levels are increasing in employees. Employees reported feeling: 

• Agotados (el 26%),
• Injustamente remunerados (el 22%), y 
• Feeling their mental health has decreased in the past year (17%).  

The report for 2025 notes that stress levels continue to rise. Furthermore, 68% of working parents now worry that their caregiving responsibilities could negatively impact their job performance.

4. Conectarse en lugares de trabajo remotos se ha vuelto esencial

Los datos del Informe sobre el lugar de trabajo de 2022 de WorkTango muestran que el 90% de los trabajadores consideran importante conectarse en el lugar de trabajo. 

Esto no es sorprendente, ya que la conexión en el lugar de trabajo contribuye significativamente a:

• Sensación general de felicidad de empleados, 
• Deseo de ser productivos, y 
• Nivel de compromiso en su trabajo.

In 2023, over 75% of respondents in Buffer’s report stated they felt connected to their teammates. So, things seemed to be improving in 2023.

However, McKinsey’s future of work report from 2025 highlights that there’s room for further improvement. The report notes that many issues, such as burnout and disconnect, are a result of outdated mindsets and team dynamics — both of which hinder employee experience. 

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5. Existe una disparidad en las percepciones de confianza entre ejecutivos y empleados 

According to the “Future of Work Survey” done by PwC, almost the same number of executives (77%) and employees (72%) agree that leaders and employees have a high level of trust facilitated by transparent communication. 

Sin embargo, los mandatos de RTO han dejado su marco en la confianza entre los empleadores y los empleados. En un informe de 2024 realizado por PwC, el 86% de los empleadores informó altos niveles de confianza en sus empleados, mientras que solo el 60% de los empleados sintió que esto era cierto. El informe muestra que la flexibilidad y el trabajo remoto son las principales maneras en las que los empleadores pueden remediar esto. 

The latest research from Glassdoor — ”Worklife Trends 2026” — also points to a growing gap between employees and leadership. Namely, workers are showing an increasing lack of faith in senior leadership, especially in the following industries:

• Management and consulting, 
• Media & communication, and 
• Technology.

Trust will continue to decay unless companies take a closer look at how executives communicate with their staff. Transparency regarding organizational strategy and decision making is a simple way of ensuring employee involvement. 

6. Las relaciones laborales sólidas son importantes en un entorno remoto 

Cuando las personas confían entre sí, es más probable que establezcan relaciones más sólidas, según el informe de Microsoft. 

La mitad de los empleados remotos dijeron que tenían una relación próspera con su equipo directo, mientras que el 42% dijo que tenían una relación próspera con personas fuera de su equipo más cercano.

According to Owl Labs, employees were still predominantly concerned with relationships with their colleagues (45%) in 2024. That figure rose to 74% in 2025, signalling that office friendships and professional relationships continue to play a significant role in how we experience work.

Friendships could also make managing multigenerational workforces easier, as Deloitte reports only 10% of employers are ready to address this phenomenon.  

#7: Remote work has affected pay

Regardless of how pay is calculated, 70% of respondents in Buffer’s 2023 report stated their salary has been impacted by switching to remote work — that’s 3% less than in 2022. 

Yet, 35% said their pay is connected to a specific location, and 43% said it isn’t — this is an increase from the previous year, when these numbers were around 40% and 38%, respectively.

However, in 2024, Owl Labs reported that employee behavior changes regardless of the work model. Namely, there was a 25% increase in employees demanding quick promotions and salary increases. In 2025, pay equity remained a top concern for 85% of employees. 

Estadísticas sobre los desafíos del trabajo remoto

El trabajo remoto trae algunos desafíos particulares tanto para los empleadores como para los empleados. 

A continuación encuentra los datos sobre los desafíos del trabajo remoto.

1. Falta de comunicación adecuada en el lugar de trabajo 

Mantener una comunicación adecuada en el lugar de trabajo todavía preocupa a la fuerza laboral remota, pero no tanto como antes. 

Como informa Buffer, solo el 8% de los encuestados dijeron que tenían problemas para comunicarse y colaborar con sus compañeros de equipo en 2023. 

En 2024, la mala comunicación en los equipos remotos fue una de las principales preocupaciones para los gerentes (el 25%), según Owl Labs. Los empleadores han ofrecido capacitación sobre el uso de métodos de comunicación asíncrona mixta y en tiempo real para remediar esto. 

Data from 2025 also reflects this trend, as 53% of companies provided employees with training on how to use async communication methods. 

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2. Mantenerse concentrado y motivado 

Buffer’s 2023 report revealed that some employees struggled with focus and motivation, as 9% had trouble staying focused, while 11% had difficulty staying motivated. 

Owl Labs found that reduced employee focus was also one of the major concerns for 21% of remote managers in 2024. At the same time, the share of employees who experience peak focus working from home is the same as the percentage of people feeling best focused in the office — 41%. 

However, hybrid work seems to have become a solution for employers worried about hindering their teams’ focus. CIPD’s survey highlights that many organizations feel hybrid work arrangements have brought positive changes, which — besides improved motivation — include:

• Better employee retention rates, especially among new hires, and
• Stronger commitment and loyalty among employees. 

3. Trabajar en diferentes zonas horarias 

Buffer found that 14% of respondents cited working across time zones as a remote work challenge. 

Con cada vez más empresas introduciendo el RTO (return to office, o en español - vuelta a las oficinas) y modelos híbridos, trabajar en diferentes zonas horarias es un problema menor que cuando los trabajadores remotos operaban bajo la política de “trabajar desde cualquier lugar”. 

Of course, distributed teams still exist — especially in remote-first companies — so working across time zones remains one of the biggest challenges of 2026. 

4. Estrés relacionado con el trabajo 

Owl Labs’ data for the past 3 years shows that workplace stress remains high. 

In 2023, 56% of workers reported increased work stress levels compared to the previous year. 

En 2024, el 43% de los empleados informaron haber experimentado un mayor estrés relacionado con el trabajo.  

The latest numbers reveal that:

• 51% of employees believe that their level of work-related stress hasn’t changed, 
• 39% report an increase, while
• 10% believe there has been a decrease. 

5. Dificultades para construir relaciones

Otro problema del trabajo remoto es que dificulta aún más la formación de relaciones laborales significativas. 

Los datos de la encuesta de Culture Wizard lo confirman: el 71% de los encuestados está de acuerdo en que construir y mantener relaciones es un gran desafío para los equipos virtuales. 

Cuando las personas tienen dificultades para establecer relaciones sólidas en el trabajo, les cuesta manejar los conflictos y desacuerdos en el lugar de trabajo (el 54%) y les resulta más difícil ser espontáneos con sus colegas (el 68%).

In its “Work Trend Index Special Report”, Microsoft states that switching to remote and hybrid work has made rebuilding social connections and team cohesion particularly challenging for decision-makers. 

Según los datos, el 68% de los responsables de la toma de decisiones considera que mantener las conexiones sociales dentro de los equipos es uno de sus mayores desafíos. Desafortunadamente, los empleados sufren las consecuencias de estos obstáculos. 

Aproximadamente el 51% siente que sus relaciones con compañeros de trabajo fuera de su equipo se han debilitado, lo que deja al 43% sintiéndose desconectado de la empresa. A menos que los empleadores tomen medidas para combatir estas cifras, podrían ver cómo la baja satisfacción de los empleados afecta el éxito de la organización.

Besides these issues, workers can also experience physical consequences that negatively affect their health. The “IWG Hybrid Working Productivity Report” from 2025 states that remote workers surpass their on-site peers in taking sick leave. This disparity is, to an extent, a result of the intensified loneliness and isolation remote workers experience.  

6. Incapacidad para desconectarse después del trabajo 

In Buffer’s 2023 report, 11% of respondents cited difficulty disconnecting after work as their biggest challenge. This percentage is a decrease from the previous year, when 25% of remote workers could not unplug when off the clock. 

La encuesta de Deloitte de 2023 entre Millennials y la Generación Z lo confirmó, pero los datos también muestran que a la Generación Z no les está yendo mejor: ¾ de los Millennials y la Generación Z no pueden desconectarse de su trabajo. 

These numbers are unfortunate, as there is much to be gained from unplugging post-work. 

A University of Pittsburgh study analyzing the connection between profitability and “right-to-disconnect” laws, which spanned 10 years, revealed the following — in countries with legislation that encourages employees to ignore work-related communication outside office hours, companies see higher revenue alongside lower operating costs. On the other hand, employees report better recovery during their after hours.

7. Soledad y aislamiento 

In 2024, we’ve seen a slight decline in the number of people who feel lonely and isolated due to remote work. According to Owl Labs’ insights from 2024, managers reported having more concerns over loneliness for remote teams (19%) than their on-site colleagues (14%), yet this is still to a lesser degree compared to previous years. 

Según Buffer, el 23% de los trabajadores remotos citan la soledad como su principal lucha en 2023. Además de sentirse aislados en el trabajo, también afirman que la soledad se ve exacerbada porque se quedan en casa todo el día (ya que el trabajo remoto no les da una razón para salir). 

In 2026, these challenges persist. A comprehensive review of loneliness and isolation during the telework era reveals as much, reiterating that the lack of structured social environments and physical interactions typically leads to:

• Greater emotional strain,
• Poorer job performance, and
• Heightened feelings of detachment. 

8. Menos oportunidades de avance y crecimiento profesional 

Trabajar de forma remota no debería obstaculizar el desarrollo y el crecimiento profesional.

Buffer’s 2023 report dived deep into how remote work affected employees’ opportunities for career advancement, with 28% of respondents stating that their company doesn’t provide career growth opportunities.

Moreover, 36% of respondents said remote work facilitated their career growth.

Sin embargo, los hallazgos de Owl Labs de 2023 muestran que el sesgo de proximidad es una preocupación importante para la fuerza laboral remota. Casi la mitad de los encuestados (el 48%) temen que trabajar de forma remota signifique que no serán escuchados y que sus compañeros de trabajo en la oficina tendrán más oportunidades de progresar. 

La situación es aún más grave cuando observamos las opiniones de los gerentes y tomadores de decisiones: el 68% de ellos siente que sus trabajadores remotos o híbridos se están perdiendo feedbacks constructivos y oportunidades de crecimiento y que eso puede obstaculizar su crecimiento profesional. Sólo el 29% no se siente así. 

The same challenge is present in their 2024 report, with most remote team managers still reporting their team is missing out on impromptu feedback and development opportunities. 

The rise of hybrid work has slightly alleviated these concerns. In their latest report, Owl Labs underscores that 30% of remote and hybrid employees feel being out of the office decreases their development opportunities and chances of receiving spontaneous feedback. 

Estadísticas sobre los beneficios del trabajo remoto 

Por supuesto, no habríamos presentado estos desafíos sin varios beneficios para equilibrarlos.  

Los datos de Buffer de su informe mostraron que el trabajo remoto apoya la vida de los empleados en más de un sentido al ofrecer una multitud de beneficios. 

Respondents cited the following as the most significant advantages of remote work: 

• El 22% — Flexibilidad en la forma en que pasan el tiempo,
• El 19% — Flexibilidad sobre el lugar donde eligen vivir,
• El 13% — Flexibilidad para elegir su lugar de trabajo,
• El 12% — Tener más tiempo porque no viajan diariamente,
• El 11% — Ahorrar dinero,
• El 8% — Mejor concentración,
• El 7% — Trabajar en su propio espacio, 
• El 4% — Flexibilidad en las oportunidades profesionales,
• El 3% — Sentirse más seguro. 

Let’s take a look at more in-depth data.

1. Mejor equilibrio entre la vida personal y laboral 

En esencia, el equilibrio entre la vida personal y laboral es la división del tiempo y la concentración de una persona entre el trabajo y la familia o las actividades de ocio.

En general, la mayoría de los trabajadores disfrutan de un mejor equilibrio entre la vida laboral y personal cuando trabajan desde casa. 

Según el informe de Zapier, el 96% de los encuestados asocia el equilibrio entre la vida personal y laboral con su felicidad en el trabajo. 

Como muestran los datos del informe de Gallup de 2024, el mejor equilibrio entre la vida laboral y personal fue en primer lugar de la lista de los beneficios del trabajo híbrido. 

Es decir, el 76% de los encuestados citó esto como el mayor beneficio, seguido por: 

• Uso más eficiente de su tiempo (el 64%), 
• Menor agotamiento (el 61%), 
• Más libertad para elegir cuándo y dónde trabajar (el 57%), y 
• Mayor productividad (el 52%). 

More recent data from IWG confirms these findings. According to the research, flexible work arrangements allow employees to shave off their commute times. Around 40% of this extra time is then spent on completing additional work, while the remaining 60% is allocated to tending to personal matters. In the long term, this redistribution reinforces the boundary between work and personal tasks. 

2. Más flexibilidad 

Para los empleados remotos, la flexibilidad es otra gran ventaja del trabajo remoto.

Para el 91% de los examinados por Zapier, los horarios flexibles son la segunda ventaja más importante del trabajo remoto.

The respondents in Buffer’s report on remote work cited overall flexibility as the most significant benefit of remote work. 

Plus, employees can devote more time to family life, thanks to flexible working options. 

Los datos de Owl Labs de 2023 encontraron que el 34% y el 33% de los encuestados citó la ubicación de trabajo flexible y los horarios de trabajo flexibles como beneficios más atractivos a la hora de buscar un nuevo trabajo.

Similarly, the respondents in their 2024 report also valued flexibility above all else. Most respondents (41%) said they would look for a job with more flexibility in where and when they work if they lost their hybrid privileges. In 2025, that number remained mostly stable at 40%. 

3. Tiempo libre adicional 

Alrededor del 59% de los empleados que trabajan desde casa dicen que disfrutan de más tiempo libre porque no viajan al trabajo. 

Además, el tráfico está disminuyendo y la gente camina más que nunca en comparación con la época anterior a la pandemia, todo gracias a la posibilidad de trabajar desde casa. 

What’s more, according to FlexJobs, the average one-way commute for US employees is just under 30 minutes. The report also notes that commuting for longer than 30 minutes is directly linked to higher levels of anxiety and stress.

4. Ahorrar dinero 

Another often-cited benefit of remote and hybrid work is saving money.

The Owl Labs 2024 report found that hybrid workers save around $42 per day when they work remotely rather than from the office. 

Considering the costs add up, it’s no wonder the same report stated that 29% of respondents would expect a pay increase if they could no longer work remotely or on a hybrid model. 

5. Diversas opciones para quienes no pueden trabajar en la oficina 

El trabajo remoto es una buena opción para las personas a las que les resulta difícil o simplemente no pueden trabajar desde la oficina, reveló el informe de Buffer de 2022. 

Estos son:

• Gente con discapacidades, 
• Padres y cuidadores, y 
• Dueños de mascotas. 

Las personas con una discapacidad o enfermedades crónicas prefieren el trabajo remoto porque les da más flexibilidad: el 44% de los encuestados de Buffer que identificaron tener una discapacidad o enfermedad crónica están de acuerdo. 

Además, el trabajo remoto les brinda un mejor acceso a una gama completa de oportunidades de crecimiento profesional. 

Another demographic that greatly benefits from remote work are parents — the 2023 Owl Labs findings revealed that 66% of employees had children living at home. 

In the 2025 report, 62% of respondents stated their children still lived at home, while:

• 13% had children no longer living at home, and 
• 24% had no children. 

6. Mejor compromiso y moral de los empleados 

According to Owl Labs, remote work supports better employee engagement and increases morale. This is good news, considering engagement is still one of the top concerns of managers leading hybrid/remote teams in 2026. 

Los datos muestran que el 27% de los gerentes están preocupados por el compromiso de los empleados.

La falta de compromiso en el trabajo también es una preocupación para los empleados: el 52% de ellos afirma que está en lo más alto de su lista. 

Afortunadamente, Buffer informa que más del 58% de los encuestados que trabajan de forma remota están comprometidos en su trabajo: 

• El 35% está muy comprometido, 
• El 23% está algo comprometido, 
• El 12% no está ni comprometido ni indiferente, y 
• El 18% está desconectado.  

Moreover, Gallup’s data shows that remote and hybrid employees have continually surpassed their on-site colleagues in terms of engagement since 2020. 

Similar research from IWG suggests that hybrid work — which encompasses occasional get-togethers for in-person teamwork — can maintain high engagement levels. Not only does this diminish the isolation and loneliness employees experience but also translates into tangible gains for employers. Namely, high engagement is directly connected to productivity gains, and US businesses can expect to bring in $17.6 billion by 2030.  

Estadísticas sobre trabajo remoto y productividad 

Desde que el trabajo remoto e híbrido se volvieron más predominantes, los pensamientos sobre la productividad han preocupado a empleadores y empleados. Sin embargo, las opiniones están divididas sobre el impacto del trabajo remoto en la productividad.

Some researchers believe it has reduced employees’ productivity, while others think it has genuinely boosted productivity in the workplace. 

Here are the latest remote work productivity statistics and data. 

La mayoría de los empleados afirman que son más productivos cuando trabajan desde casa 

The majority of research shows that employees are more productive when they work remotely. In fact, Owl Labs’ 2025 report reveals that, in general, managers have a positive outlook on hybrid work, with:

• 69% believing it has positively influenced their teams’ productivity, 
• 19% stating there have been no shifts in employee productivity, and only
• 12% stating their teams’ have become less productive. 

The 2024 edition of the report showed that employee productivity remained consistent among remote and hybrid workers (90%). However, 46% of employees said their company has introduced or increased employee productivity monitoring software in the past year. 

In 2023, an overwhelming majority of their respondents — 91% — said they feel they are the same or more productive in their current work model. 

Según los datos de un estudio de dos años realizado por Great Place to Work que examinó las respuestas de más de 800 000 empleados de empresas Fortune 500, la mayoría de las personas experimentaron niveles de productividad estables o aumentados después de cambiar de oficina a trabajar desde casa. 

Más de la mitad de las personas dicen sentirse más productivas trabajando en la oficina

According to the “Flex Report”, companies with more flexible policies outperform organizations driven by RTO mandates. 

Yet, asking employees about their personal productivity brings a more nuanced approach to on-site vs hybrid productivity. Respondents in Owl Labs’ 2024 survey showed that their productivity depends on the activity, not solely on a place of work. 

Por lo tanto: 

• El 45% de los empleados informó sentirse más productivos al cumplir las fechas límites en la oficina (vs. el 36% en remoto), 
• El 44% informó sentirse más productivos colaborando en la oficina (en comparación con el 24% en remoto), y 
• El 41% informó sentirse más productivo al realizar las lluvias de ideas en la oficina (vs. el 34% en remoto).  

La mayoría de los líderes todavía están preocupados por la productividad de los empleados 

An Atlassian survey of Fortune 500 executives showed that managers and leaders were still worried about productivity levels in 2024.

Although 91% of respondents said they implemented some form of back-to-office mandate, productivity levels were still a major concern — almost as if they were worried that pushing people back into offices would negatively affect their productivity. 

Moreover, Owl Labs’ research shows managers’ concerns about employee productivity have increased since 2023. In 2024, they reported that their teams were 62% more productive when working hybrid or remotely — a noticeable decline from 79% reported in 2023. And in 2025, 79% of respondents believed that some employers were pushing RTO policies in a bid to improve productivity and collaboration. 

La productividad puede depender del tipo de modelo de trabajo 

In its “Virtual Teams” report, Culture Wizard revealed that not all work models have the same impact on employee productivity. 

La conclusión clave fue que las empresas que implementan cualquier tipo de modelo de trabajo remoto (por ejemplo, totalmente remoto, remoto en primer lugar o híbrido) disfrutan de una mayor productividad.

Similarly, Owl Labs found in 2024 that employee productivity varies across work models, depending on the productivity category. 

Por lo tanto, veamos que las personas se sienten más productivas trabajando independientemente desde su casa, mientras que, en su opinión, conocer nuevas personas y participar en mentorías es más adecuado para la oficina. Los espacios de coworking reciben la menor cantidad de crédito en casi todas las categorías. 

Estadísticas que muestran el papel de las herramientas de colaboración en línea en el trabajo remoto 

Mantenerse conectado durante la pandemia, cuando la mayoría de las empresas tuvieron que trabajar de forma remota, fue esencial. 

Accordingly, the use of online collaboration tools skyrocketed, making it easier for companies to communicate and collaborate with their employees even from afar. 

But how much do remote workers rely on collaboration tools for communication? 

¿Qué han hecho las empresas para facilitar la comunicación y la colaboración de su fuerza laboral remota? 

¿Están satisfechos los empleados y empleadores con las herramientas y procesos que facilitan la comunicación remota? 

Let’s see whether the 2026 remote work statistics can shed light on these questions. 

Las herramientas de colaboración despegaron en 2021 y se estabilizaron en 2023

According to Gartner’s “Digital Worker Experience Survey“, almost 80% of workers used collaboration tools in 2021. This represents an increase from 55% in 2019 to 44% since the pandemic began. 

Otro grupo de herramientas que experimentó un aumento significativo en su uso fueron las herramientas de almacenamiento e intercambio de documentos: alrededor del 10%. 

Además, el 80% de los trabajadores remotos utilizaban aplicaciones de mensajería instantánea en 2021, un aumento del 75% en 2019.  

En 2024, estas cifras serán algo más bajas debido a los mandatos de regreso a las oficinas. Por ejemplo, el 56% de los trabajadores utiliza herramientas de colaboración a diario, según la investigación de Zippia. 

El informe State of Remote Work de Buffer muestra que en 2023 los trabajadores remotos preferirán comunicarse con clientes y compañeros de equipo a través de aplicaciones de mensajería mucho más que por correo electrónico: el 50% frente al 22%. 

Companies are recognizing this shift, too. In the “State of Teams 2025” report, 93% of executives highlighted that technology and software play a pivotal role in their success. 

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La mayoría de las empresas introdujeron un sistema adecuado para la comunicación y colaboración remotas 

En el informe de 2023 Owl Labs, el 39% de los encuestados dijo que su empleador ha actualizado su tecnología de vídeo para permitir una colaboración y comunicación más híbrida. 

The report also shows that quite a few employees — 64% — thought they had to juggle too many communication platforms.

Parece que la plataforma de colaboración y comunicación interna todo en uno resolvería muchos problemas para trabajadores remotos e híbridos. 

The importance of good collaboration and communication tools cannot be overstated. In the 2024 Owl Lab report, more respondents (86%) stated having online or hybrid meetings than in-person (83%). So, using collaboration tools is a must for many. 

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Moreover, in 2025, some employers made efforts to simplify digital communication by:

• Hiring more IT staff and support (29%) and
• Installing or upgrading new video and audio equipment (21%). 

Las generaciones más jóvenes tienden a utilizar más las herramientas de colaboración 

Las herramientas de colaboración son una parte importante del trabajo remoto. En la mayoría de los casos, se espera que los trabajadores remotos las utilicen a diario para mantenerse en contacto con su equipo y realizar su trabajo. 

However, research on multigenerational workforces shows that younger people are more likely to rely on collaboration tools, especially video conferencing and workplace communication apps. These tools can help them avoid miscommunication and track progress.  

More recent data shows similar trends. A 2024 Owl Labs survey found that 51% of the employees who loved their hybrid meeting tech were Millennials, compared to only 17% of Boomers. 

Utilizar un software de videoconferencias confiable y fácil de usar puede aumentar este número y crear un ambiente de reunión virtual agradable, natural y productivo para todas las generaciones. 

Todas las generaciones se sienten agobiadas por la multitud de las aplicaciones 

Si bien las herramientas de colaboración facilitan la comunicación y la colaboración, todas las generaciones sienten que cambiar entre estas aplicaciones a menudo les hace perder el tiempo. 

Por ejemplo, el 60% de los empleados de entre 18 y 24 años y el 63% de entre 25 y 34 años creen que pierden el tiempo cambiando entre herramientas de colaboración. 

Alrededor del 99% de los trabajadores remotos utilizan aproximadamente 4,8 herramientas de reuniones diferentes, según revelan los datos de las estadísticas de FinancesOnline. 

Even though employees older than 55 usually use fewer collaboration apps, about 40% also think they are wasting time switching between collaboration technologies.

Recently, according to Owl Labs, the desire for more user-friendly tools has grown stronger. In 2025, 8 in 10 respondents stated they lost time due to technical difficulties. Compounding the issue, 1 in 4 respondents reported losing more than 10 minutes when joining a hybrid meeting due to the complex setups.

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Estadísticas que muestran cuán seguro es el trabajo remoto

Since remote and hybrid work are here to stay, companies must step up their cybersecurity game. 

But, how are they keeping their remote workforce and sensitive data secure?

Do organizations trust their remote workers?

¿Implementan y actualizan sus estrategias de ciberseguridad periódicamente?

To learn more, we’ll look at the statistics on what companies are doing to ensure cybersecurity in remote work settings in 2026. 

More than half of the companies allow remote access to corporate apps from personal devices  

According to Check Point’s Cybersecurity Report from 2026, attackers have shifted their approach. Replacing phishing attacks via email, multi-channel social engineering has now become the go-to way of exploiting vulnerabilities. As a result, victims are manipulated into revealing confidential information, withthe most common targets being:

• Employees,
• Outsourced staff, and
• Third-party service providers. 

In fact, such attacks spiked by around 500% compared to the year before. That’s why Check Point identifies data protection as a critical security outcome for modern organization. 

Data loss incidents from insider-driven events have increased by 28% since 2021. Moreover, most (85%) of information security experts expected this trend to continue in the next 12 months, according to mimecast’s data exposure report for 2024. 

Considering the percentage of companies allowing remote employees to use their personal devices for business purposes, it is not surprising that Check Point found that 87% of them have experienced an attempted exploit of an already-known, existing vulnerability. 

Para la mayoría de las empresas, las conexiones de VPN proporcionan un acceso remoto seguro 

Según los datos de CyberTalk, el 73% de las empresas depende de las conexiones de VPN para garantizar el acceso remoto a las aplicaciones y herramientas de la empresa.

Sin embargo, el hecho de que las empresas implementen algunas funciones de seguridad no significa que los empleados las utilicen. 

For example, according to Tech.co’s 2024 report — “The Impact of Technology on the Workplace” — 59% of respondents stated that they aren’t using a VPN, even though their company provided one.

Moreover, 56% of enterprises have experienced a cyberattack connected to VPN vulnerabilities, according to the 2024 risk report by Cybersecurity Insiders. 

Check Point’s latest report supports these findings, noting that VPN access, collaboration apps, and other corporate services are often the entry points attackers exploit to gain access to organizational infrastructure.

These limitations and vulnerabilities have urged many organizations to transition to Zero Trust Network Access (ZTNA) models, offering better security by continually verifying user identities and device compliance. 

Por lo tanto, a veces, depender de un par de elementos de vez en cuando para proporcionar un acceso remoto seguro no es suficiente. 

Aquí es donde las políticas de seguridad del trabajo remoto resultan útiles. 

La mayoría de las empresas tienen una política de seguridad para el trabajo remoto

According to the OpenVPN’s cybersecurity survey, about 93% of companies have a remote work security policy. 

But, what exactly do these policies entail? 

El informe de OpenVPN reveló que los 3 elementos principales que la mayoría de las empresas incluyen en sus políticas de seguridad para el trabajo remoto son: 

1. VPN (el 74%),
2. Cifrado de datos confidenciales (el 69%), y
3. Prohibición del uso de dispositivos personales para datos relacionados con el trabajo (el 68%).

Otros elementos incluyen: 

• Capacitación sobre la seguridad para empleados (el 66%),
• Gestión de contraseñas (el 56%), y
• Prohibiting BYOD (Bring Your Own Device) (38%).

The “OpenVPN VPN Statistics and Trends for 2025” reported that remote and hybrid workforces demand the continuous refinement of security policies. Consequently, many companies have committed to implementing additional protections, such as:

• Routine updates,
• Vulnerability testing, and
• Threat monitoring. 

La percepción del riesgo varía entre empleados y ejecutivos 

According to OpenVPN’s Cybersecurity Report, 90% of respondents believe remote work isn’t secure. 

Adicionalmente, el 73% de vicepresidentes y ejecutivos de alto nivel dice que los trabajadores remotos representan un mayor riesgo que los empleados en la oficina.

Alrededor del 48% de los gerentes de TI y el 45% de los directores de TI están de acuerdo.

These security concerns are a primary reason companies have begun pairing VPNs with Zero Trust technology. The “VPN Statistics and Trends for 2025” report acknowledges that this behaviour reflects the “trust never, verify always” motto many organizations have adopted to bolster their user authentication methods. 

Las empresas suelen organizar capacitaciones en ciberseguridad dos veces al año

Providing proper employee training is a step forward in creating a reliable and secure work-from-home environment. 

La encuesta de OpenVPN encontró que alrededor del 90% de las empresas ofrecen capacitación en seguridad para sus empleados remotos. 

Sin embargo, también se ha revelado que sólo el 23% de las empresas exigen que sus empleados reciban formación en ciberseguridad más de dos veces al año.

Unfortunately, in 2025, many organizations didn’t prioritize cybersecurity training. More recently, the World Economic Forum’s cybersecurity report for 2026 examined whether organizations provide cybersecurity guidance or assistance and found that:

• 34% offer formal training, services, or programs, 
• 31% offer informal procedures (such as advice or consultations), and
• 35% have no training or assistance program at all. 

A pesar de una mayor conciencia, los comportamientos de riesgo continúan

Check Point’s 2025 findings show that 96% of exploits in 2024 used vulnerabilities disclosed prior to that year, pointing out the need for more proactive measures. 

Findings for 2026 highlight the need for increased vigilance due to frequent voice-fishing. The report summarizes approximately 40 incidents where attackers posed as IT support to compel targets to reveal information, such as passwords and administrative credentials. 

This increasing incident rate is a persistent remote work trend throughout the past couple of years. 

In the first 9 months of 2023, more than 360 million people fell victim to corporate or institutional data breaches despite being aware of the risks, according to a report by Dr. Stuart E. Madnick titled “The Continued Threat to Personal Data: Key Factors Behind the 2023 Increase”.

Verizon’s “2025 Data Breach Investigations Report” reveals that 46% of incidents involving compromised systems occurred due to employees using:

• Corporate logins on their personal devices, or
• Company-issued devices for personal matters, possibly breaking privacy policies.

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Gen AI is creating new cybersecurity concerns

Verizon’s report acknowledges that generative AI has become a widely used tool for cyberattacks. Specifically, malicious AI-generated content in emails has doubled in the last two years. However, what may be of greater concern to businesses is the potential for AI tools to become an “in-house” threat.

Internal data leakage is a significant consequence of AI misuse, as:

• 15% of employees admit to using corporate devices to regularly access AI tools.
• 72% of employees have used their corporate devices to access AI tools via their personal email addresses.

With AI being a new frontier in the IT sector, risks regarding data leakage and compromised data raise pressing privacy concerns. Moving into 2026 and beyond, companies across all sectors will likely focus on developing appropriate responses regarding security and compliance. 

What is the future of remote work in 2026?

En 2024, La Gran Renuncia, también conocida como la Gran Dimisión, fue una tendencia en todo el mundo. 

Desde principios de 2021, La Gran Renuncia ha hecho que los empleados renuncien voluntariamente a sus trabajos de forma masiva, principalmente en busca de mejores condiciones laborales y beneficios como trabajo remoto u horarios de trabajo flexibles.

Data from a US Labor of Statistics survey released in 2023 show that 3.9 million workers quit in January alone. In 2021 and 2022, that number regularly exceeded 4 million each month. Some even predicted the “Big Stay” era in 2024. 

The Great Resignation paved the way for “Quiet Quitting” — or doing the bare minimum to keep your job, but not a thing beyond that. In best cases, managers took notice and did their best to keep the talent with different incentives such as flexibility. Others saw employees get more scrappy and engage in polyworking — working an additional job — to secure additional income and explore a side project. 

Then, in late 2024, we saw employees enter their Great Detachment era. Dissatisfaction with their employers, poor job market, and inflation all led to employees feeling stuck and disconnected. This led to an all-time low share of employees (18%) who reported being satisfied with their jobs and anall-time high percentage of people (51%) watching for or actively seeking a new job.    

Finally, 2025 brought a compromise. As RTO mandates disrupted employees who had comfortably settled into a fully remote routine, employers realized that the right balance was key to retaining (and attracting) top talent. 

In 2025, Skedda’s report on the modern workplace singled out hybrid work as the most sustainable solution moving forward. Companies are happy with this arrangement, too, as the report notes:

• 87% of HR leaders admit hybrid-work contributes to better work-life balance, while
• 84% believe it has increased job satisfaction among employees. 

So, what do the remote work statistics for 2026 predict for the future of work? 

How many employees would leave their current jobs without a remote or hybrid work option?

Vamos a averiguarlo. 

A la gente le gustaría seguir trabajando de forma remota

In 2023, the global workforce leaned even more into remote work. Buffer’s “State of Remote Work 2023” indicates that 98% of employees wish to continue working remotely in some capacity for the rest of their careers. 

Los informes de 2024 mostraron que el 40% de los empleados remotos buscaría un nuevo trabajo si ya no pudiera trabajar de remoto, mientras que el 22% dijo que esperaría un aumento de salario. 

Findings from 2025 are similar. A poll from the Pew Research Center confirmed that 72% of hybrid workers would like to continue that arrangement. Meanwhile, 62% of respondents who have rarely or never worked from home stated they would like to switch to hybrid work, at least part of the time. 

And there’s still palpable resistance to full-time in-person work. Almost half of the respondents (46%) stated they would likely quit if required to permanently return to the office. 

Many employees want more flexible arrangements

The “Flex Report 2024” correctly predicted that many companies would issue structured hybrid work policies in 2024. This trend continued throughout 2025, although the ability to work from home is something many workers continue to seek out. According to the “FlexJobs Remote Work Index”, 85% of job seekers rank remote work above other appealing benefits, including salary.

A 2025 report by King’s College London, which explored RTO mandates,  notes growing resistance among employees, as only 42% would agree to spending their entire workweek in the office. In 2022, that figure was around 54%. 

Algunos empleados renunciarían si ya no pudieran trabajar de forma remota 

In 2023 and 2024, employees were ready to hand in their resignations at their current in-office jobs if a remote opportunity came up.

In the “State of Hybrid Work” report, Owl Labs’ respondents said that if they weren’t allowed to work remotely or hybrid, they would:

• Esperar un aumento de sueldo: el 29%,
• Empezar a buscar otro trabajo con más flexibilidad de ubicación: 24%,
• Empezar a buscar otro trabajo con más flexibilidad en el horario laboral: 18%
• Quedarse en trabajo actual, pero no ser feliz: 9%,
• Quedarse en trabajo actual, pero estar menos dispuestos a hacer un esfuerzo adicional: 9%
• No les importaría: 7%, y
• Dejar el trabajo actual: 4%.

Aunque sólo el 4% de la fuerza laboral renunciaría, claramente la mayoría de ellos abandonaría el lugar de trabajo en algún momento.

The situation was no different in 2025. While 5% of respondents would outright quit, 40% would begin looking for a new position — a noticeable 16% percent increase from 2024. 

Los empleados remotos buscan trabajo por diversos motivos 

Después de la pandemia, los trabajadores remotos cambiaron sus prioridades y las expectativas en el lugar de trabajo. 

The latest Owl Labs report finds that the number of remote and hybrid professionals actively looking for a new job is 27% — the same as in 2024.  

Las razones para esto son distintas:

• Better compensation — 49%,
• Better work-life balance — 48%,
• Better career opportunity — 44%,
• Doing something they enjoy — 35%,
• Lowering stress — 32%,
• More flexibility around when they work — 28%,
• More flexibility around where they work — 24%.

Aunque la compensación es la razón más importante en la lista, los empleados también declararon que buscarían nuevas oportunidades laborales si no fueran reconocidos en el trabajo — sin importar el dinero.

Los empleados no aceptarán cualquier oferta de trabajo

Aunque las personas no son tan rápidas en cambiar de trabajo como lo fueron durante la Gran Renuncia, todavía no aceptarán una oferta de trabajo que no cumpla todos sus requisitos. 

Data from Owl Lab shows there were 5 distinct reasons employees declined a job offer in 2025, and they all have to do with remote/hybrid work policies:

1. They don’t have flexible work hours — 37%,
2. They have to work in-office full time — 34%,
3. They don’t have a flexible work location — 30%,
4. They’re required to be in the office during specific days or times — 24%,
5. They have to work remotely full time — 20%.

Los empleados remotos están dispuestos a sacrificar mucho para permanecer remotos

In 2024, many people couldn’t work fully remotely. Consequently, they clung to flexible work hours and hybrid work. 

The Owl Lab report from that year shows that, for example, 16% of respondents would take a 20% pay cut to get flexible work hours. Meanwhile, 17% of respondents would take the same reduction to work remotely. 

In 2025, the average employee was willing to have their annual salary cut by 9% to keep a flexible schedule. 

When we look at data across generations, it’s clear that younger employees are more likely to take a pay cut for the sake of flexibility:

1. Gen Z — 78%.
2. Millennials — 73%.
3. Gen X — 57%.
4. Boomers — 29%.

Remote, in-office, or somewhere in the middle? 

Si bien algunas empresas planean permanecer completamente remotas y otras se apresuran a regresar a las oficinas, para algunas el futuro es incierto. 

Buffer informó que en 2022, el 9% de los empleados dijeron que su empresa no planeaba hacer que el trabajo remoto fuera permanente, que es casi idéntico a sus hallazgos de 2023. 

Another novelty revealed in Own Labs’ report for 2023 shows that more than half of respondents (53%) don’t trust that the company policies they had in 2023 would remain in place in 2024. They believed their employer would reduce the remote/hybrid benefits.

In Q4 2024, we witnessed these predictions coming true. According to the Flex Index, the percentage of companies requiring full-time in-office work reached 32% in the last quarter of 2024, becoming the second most prevalent work model. At the same time, fully flexible work models — requiring no obligatory office time — dropped from 31% in 2023 to 25% in 2025.   

The “Cisco Global Hybrid Work Study 2025” acknowledges that many companies are attempting to gradually phase out remote and hybrid work. In their inaugural issue of the survey, 62% of respondents worked under some kind of hybrid policy. However, that number dropped to 42% in 2025. 

The study also notes that employers have started customizing hybrid policies to meet the needs of modern workforce, as:

• 73% of respondents believe their new working arrangement makes them more productive, 
• 50% of top performers are with organizations requiring fewer than 3 days of in-office work, and
• 46% of employees admit their new work policies require more in-person work. 

Rather than pushing to a full-scale return to office spaces, employers might try to sustain this balance in 2026. 

Estadísticas que muestran las tendencias que darán forma al futuro del trabajo 

Although we can’t ever truly predict what’s next, experts across the globe have already anticipated a few remote work trends that will most certainly shape the future way of work. 

A principios de 2021, muchos esperaban un regreso a la "normalidad": un regreso a la oficina.

Sin embargo, 2021 resultó más inestable de lo imaginado, marcado por una guerra masiva por los talentos, altos niveles de inflación y altas tasas de renuncia. 

Employment Hero informa que en 2022, nuestra percepción de la normalidad cambió, ya que menos de la mitad de los empleados encuestados (el 45%) regresaron para trabajar en persona a tiempo completo. En 2023, esa cifra aumentó aún más.

Según el informe de 2024 de Owl Labs, el 25% de los trabajadores notó que su empleador ha cambiado su política de trabajo remoto o híbrido, y ahora estamos viendo que más personas toman vacaciones de trabajo secretas y como resultado participan en el polyworking como resultado.  

So, what can we expect for the future of work in 2026? Let’s take a closer look. 

1. Las empresas se apresurarán a encontrar la estrategia híbrida perfecta

As mentioned throughout this report, hybrid work seems to be the future of work. 

As predicted, companies have used most of 2025 to polish their hybrid structures. 

But, it remains to be seen whether they’ve landed on the perfect ratio of in-office work and work-from-home days.

What’s more, as per CAKE.com’s insights on the future of work, companies will also have to come up with incentives to motivate employees to embrace hybrid work practices. 

2. El “coffee badging” se volverá más popular

If you don’t know what coffee badging is, you’re not alone. This trend, which emerged in 2023, might not be something you’ve heard of, but it’s probably something you’ve done — especially if you’re a hybrid worker. 

“Coffee badging” (que se puede traducir como 'fichar para un café'), a veces también denominada “peacocking” (o, en español, postureo) es un fenómeno en el que los trabajadores híbridos van a las oficinas para cumplir con el mínimo exigido por la empresa, pero pasan el menor tiempo posible allí y regresan a casa. 

Entonces entran, toman un café rápido, se aseguran de que todos los hayan visto y luego regresan a casa. 

En 2023 el 58% de los trabajadores híbridos hace esto, mientras que otro 8% está ansioso por probarlo. Eso significa que el 66% de la fuerza laboral híbrida evita activamente la oficina.

El informe de Owl Labs encuentra que el coffe badging se ha mantenido fuerte durante todo 2024. De hecho, casi una mitad de los trabajadores (el 40%) informó que aún así está participando en la tendencia aunque el 70% admitió que sus empleadores ya se dieron cuenta de ellos. 

By 2025, the trend was still relevant, with:

• 43% of employees participating, and 
• Another 12% admitting they were planning to start. 

#3: The use of AI will continue

In 2023, the Top Employers Institute touched on using AI technology in its “World of Work Trends Report”. According to their data, some businesses were already using AI tools to generate prompts for developing employee learning programs. 

In 2024, 24% of respondents in the Owl Labs report said they used AI tools daily, while an additional 23% of them reported using them multiple times a day. Furthermore, 47% of employers used AI technology to replace or augment employee roles.  

The 2025 edition of the report revealed that 80% of workers used AI in some capacity — whether their employers were aware of it or not.

The “From Burnout to Balance” report from Upwork indicates that executives have high hopes for AI’s impact on employee productivity in the following years. Namely, as many as 96% of C-level leaders believe AI tools will significantly boost company-wide productivity. This is also seen in their decision to use AI tools, with: 

• 39% of companies mandating the use of AI tools, and 
• Another 46% encouraging their use.

Sin embargo, los empleados aún no comparten este entusiasmo: 

• El 77% de los empleados dice que las herramientas están haciendo lo contrario de lo esperado añadiendo más carga de trabajo.
• El 47% de los empleados informa no entender cómo lograr los niveles de productividad esperados con IA. 

CAKE.com’s 2024 report on the “State of Workplace Culture and Work-Life Balance” points out that the adoption of AI is happening slower than expected. Even though 74.13% of workplaces adopted AI tools, most of them (58.31%) only use one or two AI tools.   

All things considered, AI will surely become an even bigger staple in both on-site and remote work in 2026. Therefore, both employees and managers should prepare for it. 

Leaders should prepare to change and adapt their plans and expectations for Gen AI as tools evolve and employee proficiency improves.

4. La actitud negativa hacia el trabajo y el #WorkTok

Workers are generally dissatisfied with their jobs and are not afraid to say it.  

In 2024, we saw work go social in a major way, with more people than ever publicly putting their employers on blast. Trends such as #WorkTok took over social media, with people detailing the negative practices of their current and former employers. As much as 37% of all workers admitted (to Owl Labs) to posting negatively about their employer on social media.

Disengagement was another big concern for 48% of employees, who cited the following reasons for this attitude toward their work: 

• Burnout — 27%, 
• Lack of growth opportunities — 24%, 
• Increased workload — 22%, 
• La compensación injusta: el 22%, 
• Not feeling valued — 22%, and
• Declining mental health — 20%. 

In line with this, we’re seeing more workers instilling boundaries on not going beyond their specific job requirements. More than a third of respondents (38%) said they block off time in their calendars to protect it from meetings.   

In 2026 and beyond, employers who want to keep their top performers have an immense responsibility in addressing these issues and concerns. 

5. Las empresas seguirán lidiando con una escasez de talento

The talent shortage is another major issue in the business world.

Findings from this ManpowerGroup “Global Talent Shortage” survey show that talent shortages plagued organizations throughout 2025 — 73% of companies reported difficulty finding the skilled talent required for their industry. 

The survey also showed that the top 5 industries affected by the global talent shortage are: 

1. Healthcare and life science,
2. Energy and utilities,
3. IT,
4. Transport, logistics, and automotive, and
5. Consumer goods and services. 

6. Las Workcations están en aumento

Workcations or “quiet vacationing” is a relatively new trend among hybrid and remote workers, but it’s quickly picking up. The number of remote and hybrid employees working remotely from different locations other than their homes or coworking spaces is growing. 

In its “State of Hybrid” report, Owl Labs found that as much as 58% of remote workers were quiet vacationing in 2024, out of which:

• El 26% informó ir de vacaciones de trabajo 2-3 veces, 
• El 15% trabajó fuera de sus casas y oficinas una vez, 
• El 9% se fue de vacaciones silenciosas 4-5 veces, mientras que
• El 8% de los trabajadores remotos se fue de vacaciones de trabajo más de 5 veces. 

Es seguro asumir que más trabajadores remotos e híbridos adoptarán esta tendencia, que parece bastante atractiva a los profesionales buscando más flexibilidad en sus arreglos profesionales. 

7. El Polyworking se afianzará

The Owl Labs report for 2025 suggests that US workers are switching to polyworking after resigning, silently quitting, and detaching. 

Approximately 28% of workers admitted to having another job, while 16% said they were planning to join the trend in 2026.  

The reasons for this decision vary:

• 40% of workers cited needing additional income, 
• El 39% dijo que disfruta de un proyecto adicional, 
• El 35% admitió que su primer trabajo fue fácil, proporcionándole tiempo libre para explorar otras cosas, 
• El 32% deseó más dinero (aunque no lo necesitara), 
• El 31% deseó ayudar a un miembro de la familia o un amigo, y 
• El 28% dijo que el segundo trabajo es su verdadera pasión.     

Date una ventaja en el espacio de trabajo remoto con Pumble

Aunque el cambio hacia el trabajo totalmente remoto no fue planificado y repentino, los datos globales mostraron que el trabajo remoto tuvo un impacto significativo en el mundo.

Even with the push to return to the office in 2023 and 2024, some degree of hybrid and remote will surely survive beyond 2026. . 

With this in mind, here are several actions businesses can take to ensure productivity continues to thrive:

• Ensure better workplace communication: Optimize internal communication practices and promote a healthy remote company culture. 
• Enact supportive policies: Put forward policies that support WFH employees, protect their mental health, and give them enough flexibility to manage their time.
• Invest in resources: Increase investment in training remote workers and providing them with the necessary software to perform their jobs effectively.

For remote and hybrid workers, collaboration software like Pumble by CAKE.com helps streamline teamwork by:

• Centralizing communication: Keep all conversations in one place, thanks to public and private channels, DMs, groups, and threads.
• Boosting real-time collaboration: Get immediate feedback and establish rapport with audio calls and video conferencing.
• Keeping information accessible: Use third-party access and file sharing to give all team members the info they need. 

When all data is centralized in one digital space, remote and hybrid work are easy to implement and maintain. 

Take charge of your remote workspace. 

Empieza a utilizar Pumble by CAKE.com

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