Statistiques sur le travail à distance 2025 : Tendances et facteurs

En 2024, le marché du travail américain comptera 50 millions d'employés de la génération Z, indique CAKE.com dans son rapport 2024 Gen Z Effect. 

En outre, 2024 marque l'année où la génération Z a dépassé les baby boomers sur le marché du travail. 

Mais quel est l'impact du travail à distance sur ces deux générations (et sur d'autres) ? 

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La plupart des membres de la génération Z et des milléniaux souhaitaient auparavant un mode de travail hybride ou sur place 

Dans l'enquête 2023 de Deloitte, 77% des membres de la génération Z et 75% des milléniaux ont déclaré qu'ils commenceraient à chercher un nouvel emploi si leur entreprise leur demandait de retourner au bureau à temps plein. 

Cependant, l'édition de l'enquête 2024 a révélé quelques changements sur ce front. En effet, 64 % des membres de la génération Z et 66 % des jeunes du millénaire dont l'entreprise a récemment exigé qu'ils retournent au bureau ont révélé des faits intéressants. 

La plupart des travailleurs, toutes les générations, travaillent désormais à plein temps sur place, mais ils ont néanmoins des sentiments contradictoires à ce sujet. 

Dans l'ensemble, les deux groupes des travailleurs, milléniaux et génération Z , citent des effets plus positifs de la politique de retour au bureau. Plus précisément, 28 % des milléniaux et 26 % des travailleurs de la génération Z se sentent plus impliqués dans leur organisation et leurs collègues lorsqu'ils travaillent sur place, et presque le même nombre de répondants (27 % et 25 %, respectivement) ont déclaré avoir de meilleures routines et structures au travail . 

L'impact négatif du travail au bureau comprend l'aspect financier (17 % des milléniaux et 21 % de la génération Z) et la baisse de productivité (17 % des milléniaux et 18 % des membres de la génération Z interrogés).  

Plus de la moitié des milléniaux et de la génération Z considèrent un changement d'emploi 

Pour les milléniaux et la génération Z, les changements d'emploi ne sont pas rares. Ces générations savent ce qu'elles attendent d'un employeur et n'ont pas peur de continuer à chercher jusqu'à ce qu'elles trouvent un emploi qui leur convienne parfaitement.

En 2024, plus de 90 % des membres de la génération Z et des milléniaux devraient donner une réponse positive à la question de savoir s'ils envisagent de chercher un nouvel emploi. Il s'agit d'un pic énorme par rapport aux années précédentes.  

Selon le rapport de Microsoft intitulé Great Expectations : Making Hybrid Work Work, seuls 52 % des membres de la génération Z et des milléniaux ont changé d'emploi en 2023. Ces chiffres étaient les mêmes en 2022. 

Les milléniaux et la génération Z acceptent de quitter leur emploi actuel 

La détermination à quitter un lieu de travail à la recherche d'une meilleure option est toujours présente — environ 32 % des milléniaux et 35 % des membres de la génération Z démissionneraient leur emploi sans qu'un autre emploi ne les attende. 

Selon un rapport Deloitte de 2024, plus de la moitié des personnes interrogées de la génération Z (53 %) et 49 % des milléniaux ne prévoient pas de rester à leur poste actuel pendant 5 ans. 

Dans son enquête de 2023, Deloitte a indiqué que près d'un quart des membres de la génération Z (23 %) et 13 % des milléniaux prévoyaient de quitter leur emploi dans l'année.

Les choses sont restées les mêmes par rapport à l'enquête 2022 de Deloitte, qui a découvert que 40 % des membres de la génération Z et près de 24 % des milléniaux aimeraient quitter leur emploi dans les deux ans. 

La flexibilité et la rémunération sont les principales raisons du changement d'emploi chez les milléniaux et la génération Z

Dans son rapport qui a examiné de près les milléniaux et la génération Z, Deloitte a constaté que le salaire est la principale raison pour laquelle ils ont quitté un rôle au cours des 2 dernières années.

Cependant, selon une enquête de Qureos réalisée en 2024, les membres de la génération Z et les milléniaux ont cité les motivations suivantes pour rester dans une entreprise :

• L'impact sur la société — 93 %,
• L'équilibre entre vie professionnelle et vie privée — 77 %,
• La diversité et l'inclusion — 77 %,
• L'assurance maladie — 70 %, et
• Le salaire compétitif — 63 %.

Ces résultats s'alignent sur les précédents et indiquent que les membres de la génération Z et les milléniaux préfèrent un meilleur équilibre entre vie professionnelle et vie privée (obtenu grâce au travail à distance et au travail hybride) à un salaire plus élevé. 

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Les milléniaux et la génération Z sont susceptibles de gagner plus d'argent grâce à des emplois et affaires secondaires 

Selon l'enquête 2024 d'Intuit, près des deux tiers (66 %) des milléniaux et de la génération Z ont commencé ou prévoient de commencer un travail d'appoint à la fin de l'année 2024. En outre, 65 % ont l'intention de poursuivre leur entreprise jusqu'en 2025. 

Curieusement, le rapport d'Owl Lab sur L'état du travail hybride pour 2023 montre que 68 % des personnes ayant un autre emploi, une activité parallèle ou un projet sont en fait des travailleurs au bureau. Seuls 27 % sont des travailleurs à distance ou hybrides. 

L'équilibre entre vie professionnelle et vie privée et la flexibilité restent les plus importants pour les milléniaux et la génération Z 

Pour les milléniaux et la génération Z, les avantages du travail à distance variaient auparavant. 

Dans sa précédente enquête, Deloitte a découvert que les 4 avantages les plus courants pour les employés de la génération Z et des milléniaux qui travaillent à distance sont les suivants :

1. Meilleur équilibre entre vie professionnelle et vie privée,  
2. Saving money, 
3. Better productivity, and 
4. Positive impact on mental health. 

However, their latest report shows a shift to more on-site work with similar benefits and priorities for Gen Z and Millennial employees. 

Namely, Gen Zs and Millennials largely report benefits connected to on-site work, which include: 

• Improved engagement, 
• More connection and collaboration, and 
• Better routine and structure at work. 

At the same time, both generations continue to value flexibility in where and when they work predominantly. 

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Statistics showing the impact of remote work across industries 

What industries offer the most opportunities for remote work?

What industries are the least likely to operate remotely? 

Let’s look at some remote work statistics data for 2025. 

Software and IT industries are the most likely to embrace remote work 

The technology industry tops the list of sectors offering location flexibility with insurance and financial services following respectively:

• Technology — 96%, 
• Insurance — 92%, 
• Financial services — 83%, 
• Professional services — 83%, and 
• Media & entertainment — 82%.

Data from Flex Jobs’ report on remote work confirms that the IT sector is the most remote-friendly field, followed by marketing and accounting & finance. 

Earlier research shows that the trend has remained consistent throughout the years. In 2022, research from Remote showed that management and consulting, media, and IT were the fastest industries to embrace remote work.  

In its Workplace Confidence Survey, LinkedIn found that US companies operating in the tech sector in 2021 were the most likely to offer full-time remote work (at 48%) and hybrid work (at 51%). 

For some industries and occupations, remote work isn’t an option 

According to the Bureau of Labor Statistics, some occupations and industries can’t operate in a remote work setting. 

These include:

• Protective service, 
• Building and grounds cleaning and maintenance,
• Personal care and service, 
• Construction and extraction, and
• Farming, fishing, and forestry.

Similarly, the Flex Index reports the top 5 industries most likely to require full-time in-office work in 2024: 

• Restaurants and food services — 54%, 
• Education — 50%, 
• Hospitality — 47%, 
• Transportation and automotive — 42%, and 
• Real estate, facilities, and construction — 39%. 

Statistics showing the impact of remote work across countries 

Remote work, teleworking, or “work from anywhere” looks different from country to country. Let’s take a detailed look to find out:

• Which countries are best for remote workers in 2025?
• Where is the internet speed the highest?
• Which countries are still not fully embracing remote work?

Denmark is ranked the best country for remote workers

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

They ranked the countries based on 4 different categories:

1. Cyber security, 
2. Economic safety, 
3. Digital and physical infrastructure, and 
4. Social safety. 

Denmark is first on the list, scoring high in all 4 categories, and is closely followed by another 9 European countries. The US and Canada are 16th and 14th on the list, respectively.

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Croatia is the best for digital nomads

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.

According to Pumble’s findings, Croatia was first on the list of countries most liked by digital nomads in 2024, closely followed by:

• Greece, 
• La Corée du Sud, 
• Malaysia, and 
• Japan. 

Some countries have remote work regulations in place 

When the pandemic forced many to work from home, it highlighted the challenges of remote work. 

As a result, some countries have updated their labor laws to regulate remote work. Although some countries already have remote work laws, certain regulations have never been implemented.

The changes to remote work legislation include:

• Requiring written agreements for remote work,
• Obligating employers to provide workers with the necessary equipment and cover related costs like the Internet, and
• Prohibiting employers from discriminating against workers based on gender, age, professional group, disability, or seniority. 

Today, more countries, such as Luxembourg, Taiwan, Spain, and Angola, have joined in enacting telework regulations.

France and Japan remain the top countries to resist remote work 

While some countries are introducing or changing existing laws to regulate remote work and provide better working conditions to those outside the office, others refuse to embrace this trend fully.  

In Japan and France, there’s still some resistance to remote work. 

A 2022 Ifop study for Fondation Jean-Jaurès shows that most employees in France prefer to work from the office, with only 29% expressing a desire to work from home at least once a week. 

Newer studies find that 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, according to a Bloomberg survey from November 2023. 

Meanwhile, in Japan, the number of companies offering remote work has decreased after the pandemic, as data from a 2022 survey by Tokyo Shōkō Research shows. Only 29% of Japanese companies allow remote work, meaning the remaining 71% offer no remote positions.

However, data from 2024 shows some shifts in Japan. A survey of 15,000 people conducted by Doda, a job search site in Japan, showed that 51.2% of respondents said remote work was “allowed” in their workplace. 

When asked about their preferred work model, 41.5% said they’d like some form of hybrid work, while 38% would like to remain in office. Only 19.7% stated they would prefer to work fully remotely. 

Canada, US, and UK companies are more likely to allow employees to work entirely remotely 

A comprehensive 2023 WFH Research study on remote work found that English-speaking countries are more likely to allow employees to work from home. 

On average, US, UK, New Zealand, Australia, and Canada employees worked 1.4 days from home, while the average in European countries was 0.8 days. 

However, these trends are slowly shifting as we’re witnessing more companies returning to the office. For example, the US job market in December 2024 saw only 8% of job listings for fully remote positions. This is a considerable decline when compared to 18% in early 2022.

This suggests that going forward, we may see a more balanced hybrid approach in English-speaking countries as well.   

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Statistics showing the most common remote work structure

Remote work isn’t the same for everyone. 

Some work remotely 5 days a week and meet their teammates only on special occasions, such as team-building activities or other corporate events. 

Others work mainly from the office, with occasional work-from-home days. 

Based on the time employees spend working remotely, we can make a distinction between the following work structures: 

• Fully remote, 
• Remote-first, 
• Hybrid and flexible hybrid,
• Office occasional,
• Office-first, remote allowed, and
• Fully on-site. 

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

Fully remote work is on a steady decline 

If we compare numbers from 3 previous years — 2022, 2023, and 2024 — we’ll see that they have changed dramatically. Owl Lab’s reports for 2022 and 2023 show a steady decline in fully remote work and an increase in in-office work. 

In 2024, we’ve seen a slight increase in remote and hybrid models, while in-office structure took a slight drop. 

Take a look at the numbers below.

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

The number of fully remote companies is declining 

According to data from the Global Virtual Teams Survey Report 2022, conducted by CultureWizard 3 years ago, about 89% of companies functioned as fully remote, remote-first, or remote-friendly companies.

Today, things are different. 

Although many companies are pushing for a return to the office, the Flex Index Report states that between the start of 2023 and the end of November 2023, the number of companies offering hybrid work models increased from 51% to 62%. 

The numbers for 2024 also looked promising — 65% of companies offered some work flexibility, a 14% increase from 2023. 

In 2024: 

• 33% of companies offered complete flexibility to their workers, 
• 32% had some sort of a structured hybrid work model, and 
• 35% required their employees to work from an office. 

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The structured hybrid model is on the rise

Many hoped that 2023 would bring a full return to the office. Instead, it was the year structured hybrid work was fully established. 

According to the 2024 Flex Index Report, the structured hybrid work model is on the rise — 23%, to be exact, compared to 2023. 

The structured hybrid model requires employees to work in the office for a specific number of days (or amount of time). For example, some US companies set a minimum number of days per week (35%), while others set specific days employees must work in the office (4%). 

Take a look at the exact breakdown of how companies in the US were structuring their work in Q4 of 2024. 

Remote work statistics from Owl Labs’ Reports for 2022, 2023, and 2024 suggest that many companies prefer a hybrid schedule over operating an entirely remote workforce. 

However, most employees still prefer to work either fully remotely (43%) or to follow a hybrid model (31%). 

So, the desire for remote or hybrid work remains steady, but companies seem reluctant to fulfill it. 

As you can see in the table below, the number of remote and hybrid workers kept decreasing until 2024 when it started to slowly go up again. 

Statistics showing the most preferred remote work structure

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%). 

As few as 1% would like to go back to the office. 

Yet, employees and companies have diverging preferences regarding remote work.

Let’s explore that in more depth in the lines below.

Employers and employees aren’t completely on the same page about remote work

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

What’s more, their interest in remote and hybrid work hasn’t weaned in the past couple of years, as you can see from the table below.

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

• 63% would work from home most or some of the time, 
• 19% would choose to work from home all the time, and 
• 17% would rarely or never work from home. 

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. 

Employers mostly lean toward hybrid work models

As the 2024 State of Hybrid Work by Owl Labs suggests, employers are making efforts to better support hybrid work, which is evident in: 

• 50% of employers who have trained managers on how to manage their remote/hybrid teams, 
• 49% have trained their employees on how to hold effective and inclusive hybrid meetings, and 
• 47% of employers 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. Namely, 63% of respondents attended training for effective and inclusive hybrid meetings, and 62% said their managers had undergone training on managing remote/hybrid teams.

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Most employees also prefer hybrid work

Most employees consider hybrid and remote work “the new normal” even if the pandemic is no longer an issue. 

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

This is consistent with its 2021 Future of Work Survey. PwC 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.

Statistics showing how companies support remote work 

When the pandemic started, handling a remote team was a novelty for many managers and leaders, so they had to learn on the go. 

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

The goal was to nurture employee and manager well-being and prevent burnout.

Buffer’s latest 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.

However​​, since trust in remote teams is essential, it’s also important to note that Owl Lab reports little trust between employees and management regarding the company’s practices. Namely, 53% of respondents believed their companies would change their work policies and reduce hybrid work in 2024. 

One in 5 respondents saw these predictions come true in the 2024 edition of the report. Namely, 25% of respondents said their companies changed their remote or hybrid working policy.  

Staying true to your word is one way a company can help its remote and hybrid workers. The chapters below cover the rest. 

#1: Some companies offer flexible working hours

For some companies, maintaining a flexible working environment is one way to support their remote workers. 

In 2023, 71% of workers in Buffer’s survey stated that their company permits them to work remotely in some capacity. 

The report revealed that 63% of employees said their companies offer flexible work.

About 30% said their companies don’t do this — but the employees wished they would. 

More employers have realized that flexible approaches could yield better results. This comes just in time, as Owl Lab respondents state that 6% would quit if their employer revoked their hybrid policies, while 31% would start looking for other jobs.

Yet, WTW’s 2024 Flexible Work Models Pulse 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.    

#2: A small portion of companies have a no-meeting days policy 

According to the most recent Pumble’s Meeting Statistics, people spend more time in virtual meetings than ever. 

According to Owl Lab, 33% of employees hold 5 or more online meetings weekly, while 10% have more than 11 meetings per week. That’s a lot! 

Moreover, the latest version of the report shows that more employees have online or hybrid meetings (86%) than in-person ones (83%). 

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

Moreover, about 42% of employees said their companies don’t do this but wished their employers would reconsider.

Meanwhile, Owl Labs reports that more than half of employees (58%) use calendar blocking to protect their time from meetings.   

#3: Some companies have adopted a 4-day workweek 

Some companies introduced a 4-day workweek (4DWW) policy to reduce the effects of burnout and stress. 

A 4-day workweek experiment conducted in the UK over 2023 that had 61 companies participate found the following results:

• 71% of employees reported being less burned out,
• 60% of employees reported it was easier to balance work and life,
• 48% of employees reported being more satisfied with their job, and
• 39% of employees reported being less stressed. 

In 2025, we’re seeing more companies explore shorter workweeks. A 2024 survey by KPMG found that 30% of large US companies were considering adopting the 4-day workweek. Moreover, 200 UK companies have decided on a permanent 4-day workweek schedule, which allows more than 5,000 workers to enjoy reduced hours with no pay cuts.   

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Statistics showing the changes coming with remote work 

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

#1: Overall work conditions changed with remote work

The majority of changes affected the workplace itself. Here’s what changes respondents in Buffer’s report listed: 

• For 56% of respondents, communication and collaboration have changed since they started working remotely. 
• For 53% of respondents, work hours have changed.
• About 51% said they now engage in more video meetings.
• About 45% said the way they worked has changed. 
• Only 8% said that nothing has changed since they started working remotely. 

#2: People tend to work more when working remotely 

According to Buffer’s 2023 remote work statistics, 44% of remote workers stated they worked more hours in 2023 than the previous year. 

Only 24% said they worked less, and 32% asserted they worked the same hours.

However, the report also states that people are feeling more energized than before — at least according to 48% of respondents. About 31% said their energy levels had not changed, while 21% said they were burnt out.

#3: Most remote workers now prioritize mental health 

Since some remote employees have been putting in more hours and weekend work, they have also started taking more care of their mental health. 

Some companies have done the same. According to the Deloitte 2023 survey of Gen Zs and Millennials, over 50% of respondents said their companies were taking mental health issues more seriously and taking concrete steps to improve them.

That’s not to say that employees, especially those in middle-market companies, haven’t faced any 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 2024, Owl Labs revealed that stress levels are increasing in employees.

Employees reported feeling: 

• Burnt out (26%), 
• Not fairly compensated (22%), and 
• Their mental health has decreased in the past year (17%).  

#4: Connecting in remote workplaces has become essential

Data from WorkTango’s 2022 Workplace Report shows that 90% of workers find connecting in the workplace important. 

This is unsurprising, since connection in the workplace contributes significantly to an employee’s:

• Overall sense of happiness, 
• Desire to be productive, and 
• Level of engagement in their work.

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

This is backed up by data from Tango Analytics — in their 2023 Future of Work Report, we see that only 6% of respondents reported trouble connecting with others. That’s a big contrast to those working in-office; 17% reported the same. 

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#5: There is a disparity in trust perceptions between executives and employees 

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. 

However, RTO mandates have left their mark on employer-employee trust. In a 2024 survey by PwC, 86% of employers reported a high level of trust in their employees, while only 60% of employees felt this was true. The report shows that flexibility and remote work are some of the main ways employers can remedy this. 

#6: Strong workplace relationships are important in a remote setting 

When people trust each other, they are more likely to establish stronger relationships, Microsoft’s report stated. 

Half of the remote employees said they had thriving relationships with their direct team, while 42% said they had flourishing relationships with people outside their closest team.

According to a report by Owl Labs, in 2024, employees were still predominantly concerned with relationships with their colleagues (45%). 

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Some things resisted change: Pay hasn’t been affected by remote work

Regardless of how pay is calculated, 70% of respondents in Buffer’s 2023 report say their salary hasn’t been impacted by switching to remote work — that’s 3% less than in the same report for the previous year. 

Yet, 35% say their pay is connected to a specific location, and 43% say 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 has been a 25% increase in employees demanding quick promotions and salary increases. 

Statistics on the challenges of remote work

Remote work brings particular challenges for both employers and employees. 

Here’s the data on the challenges of remote work.

#1: Lack of proper workplace communication 

Maintaining proper workplace communication still troubles the remote workforce — but not as much as it used to. 

According to Hubstaff’s 2021 Remote Project Management Report, almost 46% of respondents cited lack of communication as the biggest challenge in managing remote work.

Buffer reported that only 8% of respondents said they had trouble communicating and collaborating with their teammates in 2023. 

However, the Culture Wizard report also found that 17% still report difficulties with collaboration and communication. 

In 2024, miscommunication in remote teams was one of the biggest concerns for managers (25%), according to Owl Labs. Employers have offered training on using mixed and real-time asynchronous communication methods to remedy this. 

Using a reliable employee communication app can come in handy here, as it can do a lot to keep your employees communicating effortlessly while staying connected and productive. 

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#2: Staying focused and motivated 

For 21% of those surveyed by Buffer in 2022, difficulty focusing was also a major problem. The same percentage said they struggled to stay motivated when working from home. 

These issues were also commonly cited in Buffer’s 2023 report. However, the numbers were slightly different — 9% had trouble staying focused, while 11% had difficulty staying motivated. 

Owl Labs finds 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%. 

#3: Working across time zones 

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

With more companies introducing RTO and hybrid models, working across time zones is less of an issue than it was when remote workers operated under the “work from anywhere” policy. 

Of course, distributed teams still exist, especially in remote-first companies, so working across time zones remains one of the biggest challenges of 2025. 

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#4: Work-related stress 

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

In 2022, 45% of workers reported increased work stress levels compared to the previous year. 

That number rose to 56% in 2023. 

In 2024, 43% of employees reported experiencing increased work-related stress. 

#5: Difficulties with relationship building

Another issue with remote work is that it makes forming meaningful workplace relationships all the more difficult. 

Data from Culture Wizard’s survey confirm this — 71% of respondents agree that building and maintaining relationships is a great challenge for virtual teams. 

When people have difficulty establishing solid relationships at work, they struggle with managing conflicts and workplace disagreements (54%) and find it harder to be spontaneous with colleagues (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. 

According to the data, 68% of decision-makers regard maintaining social connections within teams as one of their biggest challenges. Unfortunately, employees suffer the consequences of these hurdles. 

Approximately 51% feel that their relationships with coworkers outside their team have weakened, leaving 43% feeling disconnected from the company. Unless employers combat these numbers, they could see low employee satisfaction chip away at organizational success.

Further research in 2024 showed that 25% of remote workers report an overall decline in social skills as a consequence of working remotely over the years. 

Particular challenges include: 

• Initiating conversations (18%), 
• Maintaining eye contact (16%), and 
• Participating in group discussions (15%).    

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#6: Inability to disconnect after work 

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

The 2023 Deloitte survey of Millennials and Gen Zs confirmed that, but the data also shows that Gen Zs aren’t faring any better — ¾ of Millennials and Gen Zs can’t disconnect from their work. 

#7: Loneliness and isolation 

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, 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. 

According to Buffer, 23% of remote workers cited loneliness as their top struggle in 2023. Aside from feeling isolated at work, they also stated that loneliness is exacerbated because they stay at home all day (as remote work does not give them a reason to go out). 

However, in Buffer’s Remote Work Statistics for 2022, 24% of remote employees cited loneliness as a major challenge of remote work, so the numbers are slightly improving.

#8: Fewer opportunities for career advancement and growth 

Working remotely shouldn’t hinder career development and professional growth.

Buffer’s 2023 report dived deep into how remote work affected employees’ opportunities for career advancement. 

In 2022, 44% of respondents said that their company doesn’t provide career growth opportunities, but employees said they wish this were the case. That number decreased to 28% in 2023. 

Moreover, in 2022, only 14% of respondents said remote work facilitated their career growth, while 36% said the same in 2023.

However, Owl Labs’ findings from 2023 show that proximity bias is a significant concern for the remote workforce. Nearly half of the respondents (48%) fear that working remotely means they won’t be heard and that their in-office coworkers will have more opportunities for progress. 

The situation is even more dire when we consider the opinions of managers and decision-makers. More than half of them (68%) feel their remote or hybrid workers are missing out on constructive feedback and growth opportunities, which may hinder their career growth. Only 29% don’t feel that way. 

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

Statistics on the benefits of remote work 

Of course, we wouldn’t have presented these challenges without several benefits to balance them out.  

Buffer’s data showed that remote work supports employees’ lives in more ways than one by offering a multitude of benefits. 

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

• 22% — Flexibility in how they spend time,
• 19% — Flexibility in where they choose to live,
• 13% — Flexibility in choosing their work location,
• 12% — Having more time because they don’t commute,
• 11% — Saving money,
• 8% — Better focus,
• 7% — Working in their own space, 
• 4% — Flexibility in career opportunities,
• 3% — Feeling safer. 

#1: Better work-life balance 

In essence, work-life balance is the division of a person’s time and focus between working and family or leisure activities.

Overall, most workers enjoy a better work-life balance when working from home. 

According to Zapier’s report, 96% of respondents associate work-life balance with their happiness at work. 

As the data from the 2024 Gallup report shows, improved work-life balance was at the top of the list of advantages of hybrid work. 

Namely, 76% of respondents cited this as the biggest benefit, followed by: 

• More efficient use of their time (64%), 
• Less burnout (61%), 
• More freedom to choose when and where to work (57%), and 
• Higher productivity (52%). 

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#2: More flexibility 

For remote employees, flexibility is another great advantage of remote working.

For 91% of those examined by Zapier, flexible hours are the second-highest perk of remote work.

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

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

Owl Labs data from 2023 found that 34% and 33% of respondents cited flexible working locations and flexible working hours as the most appealing benefits when looking for a new job.

Similarly, the respondents in their 2024 report also value 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. 

#3: Extra free time 

About 59% of work-from-home employees say they enjoy more free time because they don’t commute. 

Additionally, car traffic is decreasing, and people are walking more than ever compared to pre-pandemic times — all thanks to their ability to work from home.  

The respondents in Buffer’s survey also appreciate this benefit, citing the freedom to do what they like with the extra free time as one of the best things about remote working, the same as 64% of Gallup’s respondents. 

#4: Saving money 

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

So, what do employers and employees save money on thanks to remote working?

In 2022, Owl Labs calculated the amount remote workers save on commuting daily, arriving at an estimated $19.11 per day. Thanks to inflation, that number is a bit lower in 2023 — $15.

Their 2024 report finds 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 states that 29% of respondents would expect a pay increase if they could no longer work remotely or on a hybrid model. 

Furthermore, companies can save money on remote work, too. 

According to Global Workplace Analytics, a typical company can save about $11,000 per year for every employee who works from home at least 2 or 3 days a week.  

The good news for employers is that remote employees are also less likely to use sick time, as the findings from Global Workplace Analytics indicate.

On average, employers lose $1,800 per employee per year on unscheduled absences. 

#5: Diverse options for those who can’t work in the office 

Remote work is a good choice for people who find it difficult or simply can’t work from the office, Buffer’s report from 2022 revealed. 

These are:

• People with disabilities, 
• Parents and caregivers, and 
• Pet owners. 

People with a disability or chronic illnesses prefer remote work because it gives them more flexibility — 44% of Buffer’s respondents who identified as having a chronic disability or disease agree. 

Additionally, remote work provides them better access to a full range of opportunities for professional growth. 

The Owl Labs 2021 report revealed that 63% of those who worked from home during the pandemic had to take care of children or a dependent. 

Here are the details:

• 21% cared for children under 5.
• 38% had to take care of children ages 5–11. 
• 35% had to look after children ages 11–18. 

While Owl Labs didn’t update the above data in their 2023 and 2024 reports, the 2023 findings revealed that 66% of employees have children who still live at home. 

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#6: Increased employee engagement and morale 

According to Owl Lab, 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 2025. 

The data shows that 27% of managers are concerned about employee engagement.

Disengagement at work is also a concern for employees — 52% cite it as the top concern. 

Luckily, Buffer reports that over 58% of respondents who work remotely are engaged in their job: 

• 35% are very engaged, 
• 23% are somewhat engaged, 
• 12% are neither engaged nor disengaged, and 
• 18% are disengaged.  

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

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Statistics on remote work and productivity 

Since remote and hybrid work have become more prevalent, productivity concerns have preoccupied employers and employees. However, opinions are divided on the impact of remote work on productivity.

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

Here are the 2025 remote work productivity statistics and data. 

Most employees claim they are more productive when working from home 

Most research shows that employees are more productive when they work remotely. 

The 2024 edition of the Owl Labs report shows 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. 

Owl Labs 2022 report showed that 67% of hybrid workers who participate in both in-office and remote work feel more productive when working from home. 

Based on data from a two-year study by Great Place to Work that examined the responses of over 800,000 employees at Fortune 500 companies, most people experienced stable or increased productivity levels after shifting to work from home. 

More than half of people say they feel more productive working in the office

According to the Pew Research Center study, some employees are more productive when working on-site. 

Namely, 61% of employed adults who are allowed to work from home at least some time say they choose not to do so due to decreased productivity. 

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

Thus: 

• 45% of employees report feeling more productive in meeting deadlines on-site (vs 36% remote), 
• 44% report feeling more productive collaborating on-site (compared to 24% remote), and 
• 41% report feeling more productive brainstorming on-site (vs 34% remote).  

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Most leaders are still concerned about employee productivity 

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 will negatively affect their productivity. 

Moreover, Owl Labs 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, compared to the 79% increased productivity they reported in 2023. 

Productivity can depend on the type of work model 

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

The key takeaway was that companies implementing remote work model types (e.g., fully remote, remote-first, or hybrid) enjoy higher productivity.

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

So, we’re seeing people feel most productive working independently from home, while meeting new people and partaking in mentorship is more suited for the office, in their opinion. Coworking spaces are given the least amount of credit across almost all categories. 

Statistics showing the role of online collaboration tools in remote work 

Staying connected during the pandemic, when most businesses had to work remotely, was essential. 

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

How much do remote workers rely on collaboration tools for communication? 

What have companies done to facilitate communication and collaboration for their remote workforce? 

Are employees and employers satisfied with tools and processes facilitating remote communication? 

Let’s see whether the 2025 remote work statistics can shed light on these questions. 

Collaboration tools took off in 2021 and plateaued in 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. 

Another group of tools that saw a significant increase in use was storage and document-sharing tools — about 10%. 

Moreover, 80% of remote workers used instant messaging apps in 2021, up from 75% in 2019.  

These numbers were expected to be somewhat lower in 2024, due to RTO mandates. According to Zippia’s research, 56% of workers use collaboration tools daily. 

Buffer’s remote work statistics show that in 2023, remote workers preferred communicating with clients and teammates via messaging apps much more than via email — 50% compared to 22%. 

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Most companies introduced a proper system for remote communication and collaboration 

In Buffer’s Remote Work Report for 2022, 77% of respondents said their companies have proper remote communication and collaboration systems. Another 75% said their companies organize regular 1:1 meetings.

In 2023, the situation was similar — 78% of respondents reported satisfactory remote communication and collaboration systems, while 71% reported regular 1:1 meetings.

In Owl Labs’ 2023 report, 39% of respondents said their employer had updated their video technology to allow for more hybrid communication and collaboration. 

The report also shows that quite a few employees think their companies have gone overboard with communication technology — 64% think they have too many communication platforms to use. 

It seems that an all-in-one internal communication and collaboration platform would solve many problems for remote and hybrid workers. 

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

Moreover, 72% of respondents also said they had lost meeting time due to technical difficulties (down from 80% in 2023), and 87% cited good technology as an essential work factor (up from 83% in 2023). 

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Younger generations are more likely to use collaboration tools 

Collaboration tools are a significant part of remote work. In most cases, remote workers are expected to use them daily to stay in touch with their team and do their jobs. 

However, earlier research on generational differences 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. 

Using reliable and easy-to-use video conferencing software can bring this number up and create a more enjoyable, effortless, and productive virtual meeting environment for all generations. 

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All generations feel overwhelmed by the multitude of apps 

While collaboration tools facilitate communication and collaboration, all generations feel that switching between these apps often wastes their time. 

For example, 60% of employees aged 18–24 and 63% aged 25–34 think they waste time switching between collaboration tools. 

About 99% of remote workers use approximately 4.8 different conferencing tools, data from FinancesOnline statistics reveals. 

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

Recently, however, the vast majority of employees — across all work models — reported having a relatively positive attitude toward meeting technology they are using, according to Owl Labs. 

Statistics showing how secure remote work is

Since remote work is here to stay, companies must step up their cybersecurity game. 

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

Do companies trust their remote workers?

Do they implement and update their cybersecurity strategies regularly?

To learn more, we’ll look at the statistics on what companies are doing to ensure cybersecurity in remote work settings in 2025. 

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

According to CheckPoint’s 2025 report, attackers predominantly use routers, VPNs, and other edge devices as main entry points. They’ve found that over 200,000 devices were controlled by advanced botnets operated by state-sponsored actors.

Yet, according to their earlier report on cyber security, only 17% of companies said they limit remote access to corporate devices. In comparison, 70% said they allow access to corporate assets from personal laptops and mobile devices. 

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 Code42’s annual Data Exposure Report 2024. 

Considering the percentage of companies allowing remote employees to use their 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. 

Additionally, GoTo’s findings from 2022 show that one of the top reasons for increased workloads were increased cybersecurity threats. 

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For the majority of companies, VPN connections provide secure remote access 

According to CyberTalk’s data, 73% of companies rely on VPN connections to secure remote access to company apps and tools.

However, just because companies implement some security features doesn’t mean employees will use them. 

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 VPN Risk Report by Cybersecurity Insiders. 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. 

So, sometimes, relying on a few elements here and there to provide secure remote access isn’t enough. 

This is where remote work security policies come in handy. 

Most companies have a remote work security policy

According to the Remote Workforce Cybersecurity Survey by OpenVPN, about 93% of companies have a remote work security policy.

But, what do they include in their remote work security policies? 

OpenVPN’s report revealed that the top 3 elements most companies include in their remote work security policies are: 

• VPNs (74%),
• Sensitive data encryption (69%), and
• Prohibiting the use of personal devices for work-related data (68%).

Other elements include: 

• Security training for employees (66%),
• Password management (56%), and
• Prohibiting BYOD (Bring your own device) (38%).

Risk perception varies among employees and executives 

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

Additionally, 73% of VPs and C-suite executives say remote workers pose a greater risk than on-site employees.

About 48% of IT managers and 45% of IT directors feel the same.

At the same time, 83% of respondents in the Cybersecurity Team’s Guide from Delinea believe clicking on an email from an unfamiliar person is high-risk, but 38% think connecting a personal device to their work network is low-risk. 

The survey also found that:

• 81% of remote workers feared that accessing the Dark Web could lead to a security breach,
• 73% thought the same of visiting a web page the IT department hasn’t sanctioned, and 
• 69% believe that letting family members use their work devices is risky. 

Companies usually organize cybersecurity training twice per year

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

The OpenVPN survey found that about 90% of companies offer security training for remote employees. 

However, they have also revealed that only 23% of companies require their workforce to undergo cybersecurity training more than twice yearly.

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More than half of remote employees feel their company has made remote work security a priority since work from home began

A total of 74% of respondents from Wrike’s report believe that “remote work security is a priority for their company.”

In more concrete numbers, this means that: 

• 37% strongly agree with the above statement, 
• 37% somewhat agree, 
• 15% somewhat disagree, and
• 11% strongly disagree.

Despite increased awareness, risky behavior continues

The Delinea guide states that small and midsize businesses are at a higher risk of cybersecurity breaches than larger companies. 

While employees acknowledged that cybersecurity threats are a growing concern, 79% admitted to participating in risky activity. 

The data also shows that:

• 33% of respondents save passwords in their browsers,
• 32% use public Wi-Fi networks,
• 23% have a single password for multiple websites, and
• 13% share passwords and credentials with coworkers. 

What’s more, CheckPoint’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. 

Some remote workers say they understand the importance of cybersecurity practices

As part of their research, Wrike asked the employees whether they understood common remote access cybersecurity risks and knew the best practices for reducing them. 

The results revealed that only about 38% of employees were confident they did.

More than half of remote workers still exchange confidential information over personal apps 

Despite being aware of common cybersecurity risks, many remote employees still send confidential information over personal devices. 

That might explain why, in the first 9 months of 2023, more than 360 million people fell victim to corporate or institutional data breaches, according to a report by Dr. Stuart E. Madnick about the key factors behind the 2023 increase of the continued threat to personal data.

The Wrike report revealed that almost 59% of remote employees still use personal apps to send and receive confidential files weekly. 

Exchanging confidential information and company-sensitive data using personal apps varies across generations. 

Gen Zs are the most likely to use personal devices to exchange sensitive information daily, while Baby Boomers are the least likely to do this.

Interestingly, more than a quarter of remote employees (26%) used personal apps because their company didn’t provide proper tools.   

What is the future of remote work in 2025?

In 2024, The Great Resignation — also known as the Big Quit and the Great Reshuffle — was all the rave worldwide. 

Starting in early 2021, the Great Resignation saw employees voluntarily resign from their jobs en masse, mainly seeking better work conditions and benefits like remote work or flexible work hours.

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. 

Finally, 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 an all-time high percentage of people (51%) watching for or actively seeking a new job.      

So, what do the remote work statistics for 2025 predict for the future of work? 

Why do people leave their jobs? 

What are they willing to do to keep working remotely?

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

Let’s find out. 

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People would like to continue working remotely

Owl Labs reported that in 2022, 80% of those who worked from home all or most of the time said they’d like their employer to retain a flexible policy after the pandemic. 

Additionally, 53% of workers who had already returned to the office in 2022 stated that the lack of remote options was their primary work stressor. 

Moreover, 66% of employees were ready to begin searching for a new job if their employer made remote work off-limits. And 39% stated they quit immediately without a backup plan. 

In 2023, the global workforce was leaning 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. 

The 2024 reports showed that 40% of remote employees would look for a different job if they could no longer work remotely, while 22% said they’d expect a salary increase. 

More than half of all employees want a fully remote job

In 2022, when analyzing responses from CFOs, WorkTango found that around 74% believe they will have to shift a portion of their workforce to full-time in-office work. 

2023 showed that they were correct, as 66% of companies have some sort of RTO mandate in place.

The Flex Report 2024 correctly predicted that many more companies would issue structured hybrid work policies in 2024. 

Some employees would quit if they couldn’t work remotely anymore 

Zapier has found that returning to full-time in-office work is already a dealbreaker for some employees. 

In a 2022 survey, 36% of respondents disclosed they had already quit their jobs because they couldn’t work remotely, and 61% stated they were ready to hand in their resignations at their current in-office jobs if a remote opportunity came up. 

Owl Lab’s findings confirm this in 2023 and 2024. 

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

• Expect a pay increase — 29%,
• Start looking for another job with more flexibility in location — 24%,
• Start looking for another job with more flexibility in working hours — 18%
• Stay, but be unhappy — 9%,
• Stay, but be less willing to go the extra mile — 9%
• Not mind — 7%, and
• Quit — 4%.

Although only 4% of the workforce would quit on the spot, most would eventually leave the workplace.

Remote employees job-hunt for various reasons 

After the pandemic, remote workers have changed their priorities and shifted workplace expectations. 

The latest Owl Labs report finds that the number of remote and hybrid professionals actively looking for a new job has gone up from 23% in 2023 to 27% in 2024. 

The reasons for this vary:

• Better compensation — 47%,
• Better work-life balance — 47%,
• Better career opportunity — 42%,
• More flexibility around when they work — 34%,
• More flexibility around where they work — 33%,
• Doing something they enjoy — 33%,
• Lowering stress — 30%,
• Changing industries — 22%, and
• Due to a move/relocation — 17%.

Although compensation is the highest on the list, employees also stated they would seek new job opportunities if they weren’t recognized on the job — no matter the money.

Employees won’t accept just any job offer

Even though people aren’t as quick on the trigger as they were during the Great Resignation, they still won’t accept a job offer that doesn’t check all their boxes. 

Data from Owl Lab shows there were 5 distinct reasons employees declined a job offer in 2024, and they all have to do with remote/hybrid work policies:

1. The job requires them to be present in the office during specific days or times — 40%,
2. They don’t have flexible work hours — 40%,
3. They have to work in-office full time — 39%,
4. They don’t have a flexible work location — 38%,
5. They have to work remotely full time — 29%.

Remote employees are ready to sacrifice a lot to stay remote

In 2024, many people couldn’t work fully remotely, so they were clinging to flexible work hours and hybrid work. 

The Owl Lab report 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 pay cut to work remotely. 

Remote or in-office — for some, the future is still uncertain 

While some companies plan to stay fully remote and others are rushing to return to offices, the future is uncertain for some. 

Buffer reported that in 2022, 9% of employees said their company wasn’t planning to make remote work permanent, nearly identical to its findings in 2023. 

This reveals a decrease from 16% in Buffer’s report from 2021. 

Moreover, 19% of employees said they weren’t sure what their company was planning for the future. About 38% of employees had these concerns in 2021. 

Another novelty revealed in Own Lab’s 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 Report Q4 2024, 2025 is starting to look a lot like the year of a mandated RTO. 

Namely, 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 — have dropped from 31% in 2023 to 25% today.   

Statistics showing trends that will shape the future of work 

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

At the start of 2021, many expected a return to “normal” — a return to the office.

However, 2021 turned out more unstable than imagined, shaped by a massive war for talent, high inflation levels, and high resignation rates. 

Employment Hero reports that in 2022, our perception of normal changed, as under half of the surveyed employees (45%) were back for full-time in-person work. In 2023, that number increased even more.

According to the 2024 Owl Labs report, 25% of workers noticed their employer had changed their remote or hybrid work policy, and now we’re seeing more people take undisclosed workcations and engage in polyworking as a result.  

So, what can we expect for the future of work in 2025? Let’s take a closer look. 

#1: Companies will scurry to find the perfect hybrid strategy

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

As predicted, companies have used most of 2024 to polish their hybrid structures. 

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

What’s more, as an HBR article notes, companies will also have to come up with “creative benefits” for their employees who spend money while commuting to work on their in-office days. 

Over 60% of employees who participated in their study say that commuting costs outweigh any benefits of in-office work. 

When 48% of employees say RTO mandates ignore their desires only to placate executives, this clearly indicates that employees won’t let the RTO movement pass them by without a fight.

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#2: Coffee badging will remain popular

If you don’t know what coffee badging is, you’re not alone. A new trend that emerged in 2023, coffee badging, might not be something you’ve heard of, but it’s probably something you’ve done (if you’re a hybrid worker). 

Coffee badging, sometimes also referred to as peacocking — or, simply put, posturing — is a phenomenon where hybrid workers go into the offices to meet the company-mandated minimum but spend as little time as possible there and return home. 

So they pop in, have a quick coffee, ensure everyone has seen them, and then return home. 

In 2023, 58% of hybrid workers did this, while another 8% were eager to try it. That means that 66% of the hybrid workforce actively avoided the office.

The Owl Labs report finds that coffee badging has remained strong throughout 2024. In fact, almost half of workers (40%) reported still participating in the trend even though 70% admitted their employers are on to them. 

#3: The use of Artificial Intelligence (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 already used 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. 

The report also reveals that 47% of employers use AI technology to replace or augment employee roles.  

Upwork’s 2024 research — From Burnout to Balance — also shows 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 their company’s productivity levels. 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.

However, employees don’t yet share this enthusiasm: 

• 77% of employees say the tools are doing the opposite of what’s expected by adding to their workload.
• 47% of employees report not understanding how to achieve the expected productivity levels with AI. 

In CAKE’s 2024 report on the State of Workplace Culture and Work-Life Balance, we’re seeing the adoption of AI 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 2025. Therefore, both employees and managers should prepare for it. 

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

#4: Negative attitude towards work and #WorkTok

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

In 2024, we’ve seen work go social in a major way with more people than ever publicly putting their employers on blast. Trends such as #WorkTok has taken over social media, with people detailing the negative practices of their current and former employers. 

As much as 34% of all workers admit (to Owl Labs) to posting negatively about their employer on social media, while this number reaches 48% for Gen Z.

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

• Burnout — 26%, 
• Unfair compensation — 22%, 
• Lack of growth opportunities — 21%, 
• Increased workload — 20%, 
• Lack of mentorship and learning on the job — 19%, and
• Not feeling valued — 19%.  

In line with this, we’re seeing more workers (22%) instilling boundaries on not going beyond their specific job requirements. More than half of the respondents (58%) said they block off time in their calendars to protect it from meetings.   

In 2025 and beyond, employers wanting to keep their top performers are tasked with the serious job of addressing these issues and concerns. 

#5: Companies will continue dealing with an all-time-high talent shortage

The talent shortage is another major issue in the business world that needs to be addressed. 

Findings from this ManpowerGroup Global Talent Shortage survey show that talent shortage was at an all-time high in 2023 — 3 of every 4 companies have reported talent shortages and difficulty hiring. 

The survey also showed that the top 5 in-demand professions globally are: 

• IT and Data,
• Sales and Marketing,
• Operations and Logistics,
• Manufacturing and Production, and
• Customer Facing and Front Office. 

#6 Workcations are on the rise

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 workers working remotely from different locations other than their homes or coworking spaces is growing. 

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

• 26% reported workcationing 2–3 times, 
• 15% worked outside their homes and offices once, 
• 9% quiet vacationed 4–5 times, while
• 8% of remote workers took a workcation more than 5 times. 

It’s safe to assume that more remote and hybrid workers will adopt this trend, which seems quite appealing to professionals looking for more flexibility in their work arrangements. 

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#7 Polyworking is getting a foothold

The Owl Labs report for 2024 suggests that US workers are switching to polyworking after resigning, silently quitting, and detaching. 

Approximately 28% of workers admitted to having another job, while 18% said they were planning to join the trend in 2025.  

The reasons for this decision vary from needing additional income to fulfilling a long-time passion:

• 49% of workers cited needing additional income, 
• 39% said they enjoy a side project, 
• 35% admitted their first job was easy, giving them extra time to explore other things, 
• 32% wanted more money (even if they didn’t need it), 
• 31% wanted to help a family member or a friend, and 
• 28% said the second job is their true passion.     

Give yourself a leg-up in the remote workspace with Pumble

Although the shift to fully remote work was unplanned and sudden, data showed a significant global impact.

Even with the push to return to the office in 2023 and 2024, in 2025, there will be at least some degree of hybrid and remote work. 

Some of the most important things companies have to consider in 2025 to maintain their levels of productivity are:

• Ensure better workplace communication and promote a healthy remote company culture, 
• Put forward policies that support those who work from home, protect their mental health, and give them enough flexibility to manage their time, and 
• Invest more in training remote workers properly and providing them with the necessary software to do their jobs.

Collaboration and communication apps like Pumble can help you streamline teamwork by:

• Centralizing communication in one place, thanks to public and private channels, DMs, groups, and threads,
• Boosting real-time collaboration in the remote and hybrid space with audio calls and video conferencing, and
• Ensuring accessibility to information and files, thanks to third-party access and file sharing.

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

Take charge of your remote workspace. Try Pumble for free today.

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