Remote Work Statistics 2026: Trends and Factors

À medida que o trabalho remoto continua a remodelar o mundo profissional, entender os dados mais recentes pode nos dar informações valiosas sobre a direção futura da força de trabalho. 

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. 

De acordo com o mesmo relatório, 98% dos entrevistados disseram que:

• Querem trabalhar remotamente (pelo menos parte do tempo) pelo resto de suas carreiras
• Recomendam o trabalho remoto para colegas de trabalho, amigos e 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: Trabalho remoto é uma escolha

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.

Segundo um relatório anterior da Buffer, trabalhadores remotos e híbridos preferem esses modelos de trabalho porque eles permitem:

• Ter um horário flexível — 22%
• Escolher como administrar seu tempo — 19%
• Escolher seu local de trabalho — 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. 

Estatísticas sobre os locais de trabalho dos funcionários remotos

Como é, na vida real, trabalhar de casa? 

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

Apenas 5% afirmaram trabalhar em espaços de coworking, enquanto 2% preferiam cafeterias ou outros locais. 

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.

Estatísticas sobre o impacto geral do trabalho 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:

• Gêneros
• Gerações
• Indústrias
• Países

Estatísticas sobre o impacto do trabalho remoto entre os gêneros 

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. 

Vejamos algumas diferenças entre gêneros em relação ao trabalho remoto.

As mulheres ainda preferem trabalhar de 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. 

Mas por que as mulheres têm uma tendência maior ao trabalho remoto?

Além de suas funções profissionais, muitas mulheres ao redor do mundo também são responsáveis por tarefas domésticas e cuidados com a família. 

Ao trabalhar em casa, eles podem combinar suas muitas responsabilidades de cuidado com o trabalho remunerado, mesmo que isso signifique trabalhar mais 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:

• Cuidados com crianças — as mulheres cuidavam das crianças 39,45% do seu tempo e os homens gastavam 33,37% do seu tempo nessa atividade.
• Preparação de refeições — as mulheres gastavam 31,9% do seu tempo nessa tarefa, em comparação com 17,4% do tempo que os homens gastavam.
• Limpeza da casa — as mulheres limpavam 22,65% do seu tempo, enquanto os homens dedicavam 18,2% do seu tempo a essa tarefa.
• Cuidados com as roupas — 7,79% do tempo das mulheres era dedicado a essa tarefa, enquanto os homens não relataram como uma tarefa neste relatório. 

Segundo esse estudo, as mulheres realizam 58% do trabalho não remunerado, enquanto os homens fazem 42%. 

As mulheres lidam melhor com o equilíbrio entre vida pessoal e profissional

Vamos explorar os benefícios que homens e mulheres veem no trabalho remoto. 

Os dados do Pew Research Center indicam que trabalhar de casa facilita o equilíbrio entre vida pessoal e profissional para ambos os sexos. 

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.

Homens têm mais probabilidade de trabalhar 10+ horas extras por semana ao trabalhar remotamente 

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. 

Em contraste, as mulheres relatam trabalhar o mesmo número de horas que trabalhavam quando estavam no escritório.

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. 

Mulheres relatam ser mais produtivas no trabalho remoto

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

No entanto, as mulheres relataram ser ligeiramente mais produtivas que os homens, mostra um estudo da 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. 

Estatísticas sobre o impacto do trabalho remoto entre as gerações 

There are currently 5 generations making up the global workforce: 

• Tradicionalista (1928–1945)
• Baby Boomer (1946–1964)
• Geração X (1965–1980)
• Geração Y, ou Millennial (1981–1994)
• Geração 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. 

Em 2024, o mercado de trabalho dos EUA contava com 50 milhões de funcionários da Geração Z, de acordo com o relatório 2024 Gen Z Effect da CAKE.com. 

Além disso, 2024 marcou o ano em que a Geração Z superou os Baby Boomers no mercado de trabalho. 

Mas como o trabalho remoto impactou essas e outras gerações? 

A maioria da Geração Z e dos Millennials preferem um modelo de trabalho híbrido ou presencial 

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. 

Agora, a maioria dos trabalhadores dessas duas gerações trabalha totalmente no modelo presencial — mas têm sentimentos mistos sobre isso. 

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.  

Mais da metade dos Millennials e da Geração Z está considerando mudar de emprego 

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 a Geração Y quanto a Geração Z estão dispostos a sair de seus empregos atuais 

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. 

Na pesquisa de 2023, a Deloitte descobriu que quase um quarto da Geração Z (23%) e 13% dos Millennials planejavam sair de seus empregos dentro de um ano.

Esses números estão alinhados com a pesquisa de 2022 da Deloitte, que mostrou que 40% da Geração Z e quase 24% dos Millennials gostariam de deixar seus empregos em até dois anos. 

Flexibilidade e salário são os principais fatores para a alta rotatividade entre Millennials e Geração Z

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 na sociedade — 93%
• Equilíbrio entre vida pessoal e profissional — 77%
• Diversidade e inclusão — 77%
• Seguro saúde — 70%
• Salário competitivo — 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. 

Millennials e Geração Z tendem a ganhar mais dinheiro com trabalhos extras e negócios próprios 

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 essas gerações, os benefícios do trabalho remoto costumavam variar. 

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

1. Melhor equilíbrio entre vida pessoal e profissional 
2. Economia de dinheiro 
3. Better productivity, and 
4. Impacto positivo na saúde 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
• Melhor rotina e estrutura no trabalho 

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. 

Estatísticas sobre o impacto do trabalho remoto em todos os setores 

Quais setores oferecem mais oportunidades para trabalho remoto?

Quais setores têm menos probabilidade de operar remotamente? 

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

Setores mais propensos a adotar o trabalho 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 algumas indústrias e ocupações, o trabalho remoto não é uma opção 

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:

• Serviço de proteção 
• Limpeza e manutenção de edifícios e áreas externas
• Cuidados pessoais e serviços 
• Construção e extração
• Agricultura, pesca e 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%,
• Educação — 50%
• Restaurants and food services — 49%, and 
• Government — 46%. 

Estatísticas sobre o impacto do trabalho remoto ao redor do mundo 

O trabalho remoto, teletrabalho ou “trabalho de qualquer lugar” varia de país para país. Vamos analisar alguns dados detalhados:

• Which countries are best for remote workers in 2026?
• Which parts of the world are the most attractive to digital nomads?
• Quais países ainda não adotaram totalmente o trabalho remoto?

A Dinamarca é classificada como o melhor país para trabalhadores remotos

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

Eles classificaram os países com base em quatro categorias:

1. Segurança cibernética 
2. Segurança econômica 
3. Infraestrutura digital e física 
4. Segurança social 

A Dinamarca ocupa o primeiro lugar, tendo pontuação alta em todas as categorias, seguida por outros nove países europeus. Os EUA e o Canadá estão em 16º e 14º, respectivamente.

A Croácia é o melhor destino para nômades digitais

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.

Segundo os dados da Pumble, a Croácia foi o país mais bem avaliado pelos nômades digitais em 2024, seguida de perto por:

• Grécia 
• Coréia do Sul 
• Malásia 
• Japão 

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. 

Alguns países possuem regulamentações de trabalho remoto 

Quando a pandemia forçou muitos a trabalharem de casa, os desafios do trabalho remoto ficaram evidentes. 

Como resultado, alguns países atualizaram suas lleis trabalhistas. Embora algumas nações já tivessem regras para o teletrabalho, certas regulamentações nunca foram totalmente implementadas.

Recent changes to remote work legislation include:

• Exigir acordos escritos para trabalho remoto
• Obrigar os empregadores a fornecerem equipamentos necessários e cobrirem custos relacionados, como Internet
• Proibir a discriminação contra trabalhadores com base em gênero, idade, cargo, deficiência ou tempo de serviço 

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. 

Empresas do Canadá, EUA e Reino Unido são mais propensas a permitir trabalho totalmente remoto 

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. 

Estatísticas sobre os modelos de trabalho remoto mais comuns

Com base no tempo que os funcionários passam trabalhando remotamente, podemos distinguir os seguintes modelos de trabalho: 

• Totalmente remoto 
• Primariamente remoto 
• Híbrido e flexível
• Ocasionalmente no escritório
• Primariamente escritório, remoto permitido
• Totalmente presencial 

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

O trabalho totalmente remoto está em declínio constante 

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. 

Dê uma olhada nos números abaixo.

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: 

• Totalmente remoto 
• Remote-first, or 
• Remote-friendly companies.

Hoje, essa realidade é diferente. 

Embora muitas empresas estejam exigindo o retorno ao escritório, o relatório da Flex Index mostra que, entre o início de 2023 e o final de novembro de 2023, o número de empresas oferecendo modelos híbridos subiu de 51% para 62%. 

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

O modelo híbrido estruturado está em ascensão

Muitos esperavam que 2023 fosse o ano do retorno total ao escritório. No entanto, foi o ano em que o trabalho híbrido estruturado se consolidou de maneira definitiva. 

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. 

Isso revela que o desejo por trabalho remoto ou híbrido permanece forte, mas as empresas parecem relutantes em atender a essa demanda. 

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. 

Estatísticas mostrando a estrutura de trabalho remoto 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%). 

Apenas 1% dos entrevistados gostariam de voltar ao escritório. 

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. 

No entanto, quando se trata de trabalho remoto, funcionários e empresas parecem ter preferências divergentes.

Vamos analisar isso mais de perto.

Empregadores e funcionários não estão totalmente alinhados quanto ao trabalho 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: 

• 63% gostariam de trabalhar de casa na maior parte do tempo 
• 19% escolheriam trabalhar 100% remoto 
• 17% prefeririam continuar trabalhando presencialmente 

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. 

Empregadores preferem modelos 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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A maioria dos funcionários também prefere trabalho 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.

Estatísticas sobre como as empresas apoiam o trabalho remoto 

Quando a pandemia começou, lidar com uma equipe remota era uma novidade para muitos gestores e líderes, que tiveram que aprender no processo. 

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

O objetivo era promover o bem-estar dos funcionários e gestores, além de prevenir o esgotamento.

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: Algumas empresas oferecem horários de trabalho flexíveis

Para algumas empresas, manter um ambiente de trabalho flexível é uma forma de dar suporte aos seus funcionários remotos. 

Em 2023, 71% dos trabalhadores na pesquisa da Buffer afirmaram que sua empresa permite o trabalho remoto de alguma forma. 

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: Uma pequena parcela das empresas adotou a política de dias sem reuniões 

De acordo com as Estatísticas de Reuniões da Pumble mais recentes, as pessoas passam mais tempo em reuniões virtuais do que nunca. 

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: Algumas empresas adotaram a semana de trabalho de quatro dias 

Algumas empresas introduziram uma política de semana de trabalho de 4 dias (4DWW) para reduzir os efeitos do esgotamento e do estresse. 

Um experimento realizado no Reino Unido em 2023, com a participação de 61 empresas, revelou os seguintes resultados:

• 71% dos funcionários relataram menos burnout.
• 60% disseram que ficou mais fácil equilibrar trabalho e vida pessoal.
• 48% se sentiram mais satisfeitos com seus empregos.
• 39% relataram estar menos estressados. 

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.   

Estatísticas sobre as mudanças trazidas pelo trabalho remoto 

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

#1: As condições gerais de trabalho mudaram com o trabalho remoto

A maioria das mudanças impactou o ambiente de trabalho em si. Segundo o relatório da Buffer, os entrevistados relataram as seguintes mudanças: 

• 56% afirmaram que a comunicação e a colaboração mudaram desde que começaram a trabalhar remotamente. 
• 53% disseram que seus horários de trabalho foram alterados.
• Cerca de 51% disseram que agora participam de mais videoconferências.
• Around 45% said the way they worked has changed. 
• Apenas 8% afirmaram que nada mudou desde que passaram a trabalhar remotamente. 

#2: As pessoas tendem a trabalhar mais quando trabalham remotamente 

De acordo com as estatísticas de trabalho remoto da Buffer de 2023, 44% dos trabalhadores remotos afirmaram que trabalharam mais horas em 2023 do que no ano anterior.

Apenas 24% disseram que trabalharam menos, e 32% afirmaram que mantiveram a mesma carga horária.

No entanto, o relatório também aponta que as pessoas estão se sentindo mais energizadas do que antes — pelo menos de acordo com 48% dos entrevistados. Além disso, 31% disseram que seus níveis de energia permaneceram os mesmos, enquanto 21% afirmaram estar esgotados.

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

Como alguns funcionários remotos estão trabalhando mais horas e até nos finais de semana, muitos passaram a dar mais atenção à sua saúde mental. 

Algumas empresas também têm adotado essa preocupação. Segundo a pesquisa da Deloitte de 2023 com a Geração Z e Millennials, mais de 50% dos entrevistados afirmaram que suas empresas estão levando a saúde mental mais a sério e tomando medidas concretas para melhorá-la.

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: 

• Esgotados (26%)
• Mal remunerados (22%) 
• 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: Conectar-se no ambiente de trabalho remoto se tornou essencial

Dados do Workplace Report de 2022 da WorkTango mostram que 90% dos trabalhadores consideram a conexão no ambiente de trabalho importante. 

Isso não é surpresa, já que a conexão no trabalho contribui significativamente para:

• O sentimento geral de felicidade dos funcionários 
• O desejo de serem produtivos 
• O nível de engajamento no trabalho

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: Executivos e funcionários concordam que há confiança entre eles 

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. 

No entanto, as exigências do RTO deixaram sua marca na confiança entre empregador e empregado. Em uma pesquisa de 2024 da PwC, 86% dos empregadores relataram um alto nível de confiança em seus funcionários, enquanto apenas 60% dos funcionários acreditavam que isso era verdade. O relatório mostra que a flexibilidade e o trabalho remoto são algumas das principais maneiras pelas quais os empregadores podem remediar isso. 

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: Relações fortes no ambiente de trabalho são essenciais no modelo remoto 

Segundo um relatório da Microsoft, quando há confiança entre os funcionários, eles são mais propensos a construir relacionamentos sólidos. 

Metade dos funcionários remotos disseram que têm relações bem estabelecidas com sua equipe direta, enquanto 42% relataram que também possuem bons relacionamentos com colegas de outras equipes.

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. 

Estatísticas sobre os desafios do trabalho remoto

O trabalho remoto traz desafios específicos para empregadores e funcionários. 

Aqui estão alguns dados sobre esses desafios.

#1: Falta de comunicação adequada no ambiente de trabalho 

Manter uma comunicação adequada no local de trabalho ainda preocupa a força de trabalho remota — mas não tanto quanto antes. 

Em 2023, a Buffer relatou que apenas 8% dos entrevistados disseram ter dificuldades em se comunicar e colaborar com suas equipes. 

Em 2024, a falta de comunicação em equipes remotas foi uma das maiores preocupações dos gestores (25%), de acordo com a Owl Labs. Os empregadores ofereceram treinamento sobre o uso de métodos de comunicação assíncronos mistos e em tempo real para solucionar esse problema. 

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: Manter o foco e a motivação 

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: Trabalhar em diferentes fusos horários 

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

Com o aumento da adoção de políticas de RTO* e modelos híbridos, trabalhar entre fusos horários tem sido menos problemático do que na época em que as empresas seguiam a política de "trabalhe de qualquer 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: Estresse relacionado ao trabalho 

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. 

Em 2024, 43% dos funcionários ainda relataram um aumento no estresse relacionado ao trabalho.

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: Dificuldades na construção de relacionamentos

Outro desafio do trabalho remoto é que ele torna mais difícil criar relacionamentos significativos no ambiente de trabalho. 

Os dados da pesquisa da Culture Wizard confirmam isso — 71% dos entrevistados concordam que construir e manter relações é um grande desafio para equipes virtuais. 

Quando as pessoas têm dificuldade em estabelecer relacionamentos sólidos no trabalho, elas lutam para gerenciar conflitos e desentendimentos no local de trabalho (54%) e acham mais difícil ser espontâneo com os colegas (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. 

Segundo os dados, 68% dos líderes consideram a manutenção das conexões sociais dentro das equipes um dos maiores desafios. 

Aproximadamente 51% dos funcionários sentem que seus relacionamentos com colegas de outras equipes enfraqueceram, enquanto 43% sentem-se desconectados da empresa. Se as empresas não tomarem medidas para melhorar essa situação, podem enfrentar baixa satisfação dos funcionários, o que pode impactar negativamente o sucesso organizacional.

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: Incapacidade de se desconectar do trabalho 

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. 

A pesquisa da Deloitte de 2023 com Millennials e Gen Zs confirmou essa tendência, mas também mostrou que os Gen Zs não estão em uma situação melhor — ¾ dos Millennials e Gen Zs afirmam não conseguir se desconectar do trabalho. 

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: Solidão e isolamento 

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. 

De acordo com a Buffer, 23% dos trabalhadores remotos indicaram a solidão como seu principal desafio em 2023. Além de se sentirem isolados no trabalho, muitos afirmaram que a solidão se agrava pelo fato de ficarem o dia todo em casa, já que o trabalho remoto não lhes dá um motivo para sair. 

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 crescimento e avanço na carreira 

O trabalho remoto não deveria prejudicar o desenvolvimento profissional e o crescimento na carreira.

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.

No entanto, as descobertas do Owl Labs de 2023 mostram que o viés de proximidade é uma preocupação significativa para a força de trabalho remota. Quase metade dos entrevistados (48%) teme que o trabalho remoto signifique que eles não serão ouvidos e que seus colegas de trabalho no escritório terão mais oportunidades de progresso. 

A situação é ainda mais grave quando consideramos as opiniões de gestores e tomadores de decisão. Mais da metade deles (68%) sente que seus funcionários remotos ou híbridos estão perdendo feedback construtivo e oportunidades de crescimento, o que pode prejudicar seu desenvolvimento profissional. Apenas 29% não pensam assim. 

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. 

Estatísticas sobre os benefícios do trabalho remoto 

É claro que não poderíamos apresentar esses desafios sem equilibrá-los com vários benefícios que o trabalho remoto oferece.  

Os dados da Buffer mostraram que o trabalho remoto melhora a vida dos funcionários de diversas formas, oferecendo uma série de vantagens. 

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

• 22% — Flexibilidade na forma como gastam seu tempo
• 19% — Flexibilidade no local onde escolhem morar
• 13% — Flexibilidade na escolha do local de trabalho
• 12% —Mais tempo por não precisarem se deslocar
• 11% — Economia de dinheiro
• 8% — Melhor concentração
• 7% — Trabalhar em seu próprio espaço 
• 4% — Flexibilidade nas oportunidades de carreira
• 3% — Maior sensação de segurança 

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

#1: Melhor equilíbrio entre vida pessoal e profissional 

Em essência, equilíbrio entre vida pessoal e profissional significa dividir o tempo e a atenção entre o trabalho, a família e atividades de lazer.

De modo geral, a maioria dos trabalhadores desfruta de um melhor equilíbrio entre vida pessoal e profissional ao trabalhar em casa. 

De acordo com o relatório da Zapier, 96% dos entrevistados associam esse equilíbrio à sua felicidade no trabalho. 

Como mostram os dados do relatório Gallup de 2024, o melhor equilíbrio entre vida pessoal e profissional estava no topo da lista de vantagens do trabalho híbrido. 

76% dos entrevistados apontaram essa vantagem como a mais importante, seguida por: 

• Uso mais eficiente do tempo (64%) 
• Menos esgotamento profissional (61%) 
• Mais liberdade para escolher quando e onde trabalhar (57%) 
• Maior produtividade (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: Mais flexibilidade 

Para os funcionários remotos, a flexibilidade é outra grande vantagem do trabalho remoto.

91% dos entrevistados na pesquisa da Zapier disseram que horários flexíveis são o segundo maior benefício do trabalho 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. 

Os dados da Owl Labs de 2023 revelaram que 34% e 33% dos entrevistados consideram os locais de trabalho flexíveis e os horários flexíveis como os benefícios mais atraentes ao procurar um novo emprego.

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: Mais tempo livre 

Cerca de 59% dos funcionários que trabalham em casa dizem que aproveitam mais o tempo livre porque não precisam se deslocar. 

Além disso, o tráfego de carros está diminuindo, e as pessoas estão caminhando mais do que antes da pandemia — tudo graças à possibilidade de trabalhar de 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: Economia de dinheiro 

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: Mais oportunidades para quem não pode trabalhar no escritório 

O trabalho remoto é uma excelente opção para pessoas que têm dificuldades ou simplesmente não podem trabalhar no escritório, conforme apontado pelo relatório da Buffer de 2022. 

Esses grupos incluem:

• Pessoas com deficiência 
• Pais e cuidadores 
• Donos de pets 

Pessoas com deficiência ou doenças crônicas preferem o trabalho remoto, pois ele oferece mais flexibilidade — 44% dos entrevistados na pesquisa da Buffer que se identificam como portadores de doenças crônicas ou deficiências concordam com essa afirmação. 

Além disso, o trabalho remoto permite melhor acesso a oportunidades de crescimento profissional. 

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: Maior engajamento e moral dos funcionários 

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. 

Os dados mostram que 27% dos gestores estão preocupados com o engajamento dos funcionários.

A falta de engajamento no trabalho também é uma preocupação dos próprios trabalhadores — 52% citam isso como seu maior problema. 

Felizmente, a Buffer relata que mais de 58% dos entrevistados que trabalham remotamente se sentem engajados em seus empregos: 

• 35% estão muito engajados 
• 23% estão moderadamente engajados 
• 12% não se sentem nem engajados nem desengajados 
• 18% estão desengajados  

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.  

Estatísticas sobre trabalho remoto e produtividade 

Desde que o trabalho remoto e híbrido se tornaram mais predominantes, pensamentos sobre produtividade têm preocupado empregadores e funcionários. No entanto, as opiniões estão divididas sobre o impacto do trabalho remoto na produtividade.

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. 

A maioria dos funcionários afirma ser mais produtiva ao trabalhar de 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. 

Com base em dados de um estudo de dois anos realizado pelo Great Place to Work, que examinou as respostas de mais de 800.000 funcionários de empresas da Fortune 500, a maioria das pessoas experimentou níveis de produtividade estáveis ​​ou aumentados após mudar para o trabalho em casa. 

Mais da metade das pessoas dizem se sentir mais produtivas trabalhando no escritório

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. 

Dessa forma: 

• 45% dos funcionários dizem se sentir mais produtivos ao cumprir prazos no escritório (vs. 36% no remoto) 
• 44% relatam ser mais produtivos ao colaborar presencialmente (vs. 24% no remoto) 
• 41% afirmam que têm mais produtividade ao fazer brainstorm no escritório (vs. 34% no remoto).  

A maioria dos líderes ainda se preocupa com a produtividade dos funcionários 

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. 

A produtividade pode depender do modelo de trabalho 

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

A principal conclusão foi que empresas que adotam modelos de trabalho remoto (totalmente remoto, remoto-primeiro ou híbrido) apresentam maior produtividade.

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

O que se percebe é que as pessoas se sentem mais produtivas trabalhando de forma independente em casa, enquanto atividades como conhecer novas pessoas e participar de mentorias são vistas como mais eficazes no escritório. Já os espaços de coworking receberam menos reconhecimento em quase todas as categorias. 

Estatísticas sobre o papel das ferramentas de colaboração online no trabalho remoto 

Manter-se conectado durante a pandemia, quando a maioria das empresas teve que trabalhar remotamente, foi essencial. 

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? 

O que as empresas fizeram para facilitar a comunicação e a colaboração entre suas equipes remotas? 

E, por fim, empregadores e funcionários estão satisfeitos com as ferramentas e processos de comunicação remota? 

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

As ferramentas de colaboração cresceram em 2021 e se estabilizaram em 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. 

Além disso, ferramentas de armazenamento e compartilhamento de documentos também cresceram cerca de 10% nesse período. 

Outro dado relevante: 80% dos trabalhadores remotos usaram aplicativos de mensagens instantâneasem 2021, contra 75% em 2019.  

No entanto, esses números diminuíram um pouco em 2024, devido às exigências de retorno ao escritório (RTO mandates). Segundo a Zippia, 56% dos trabalhadores ainda usam ferramentas de colaboração diariamente. 

Por fim, o relatório de trabalho remoto da Buffer (2023) revelou que os trabalhadores remotos preferem se comunicar com colegas e clientes por aplicativos de mensagens (50%) em vez de e-mails (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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A maioria das empresas introduziu um sistema adequado para comunicação e colaboração remota 

No relatório de 2023 da Owl Labs, 39% dos entrevistados disseram que seu empregador atualizou sua tecnologia de vídeo para permitir mais comunicação híbrida e colaboração. 

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

Parece que uma plataforma única de comunicação e colaboração interna poderia resolver diversos problemas para trabalhadores 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%). 

As gerações mais jovens usam mais as ferramentas de colaboração 

As ferramentas de colaboração desempenham um papel fundamental no trabalho remoto. Na maioria dos casos, os funcionários remotos precisam usá-las diariamente para se manterem conectados com a equipe e realizarem suas tarefas. 

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. 

O uso de ume software de videoconferência confiável e fácil de usar pode aumentar esse número e proporcionar um ambiente de reuniões virtuais mais agradável, simples e produtivo para todas as gerações. 

Todas as gerações se sentem sobrecarregadas com o excesso de aplicativos 

Embora as ferramentas de colaboração facilitem a comunicação e o trabalho em equipe, todas as gerações sentem que trocar constantemente entre esses aplicativos consome muito tempo. 

Por exemplo, 60% dos funcionários de 18 a 24 anos e 63% dos funcionários de 25 a 34 anos acreditam que perdem tempo alternando entre diferentes ferramentas de colaboração. 

Cerca de 99% dos trabalhadores remotos usam aproximadamente 4,8 ferramentas de conferência diferentes, revelam dados das estatísticas do 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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Estatísticas sobre a segurança do trabalho 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?

Implementam e atualizam regularmente suas estratégias de cibersegurança?

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 a maioria das empresas, conexões VPN garantem acesso remoto seguro 

De acordo com dados da CyberTalk, 73% das empresas dependem de conexões VPN para garantir acesso remoto seguro a aplicativos e ferramentas corporativas.

No entanto, o fato de as empresas implementarem algumas medidas de segurança não significa que os funcionários as utilizem. 

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. 

Portanto, confiar apenas em alguns elementos para garantir acesso remoto seguro nem sempre é suficiente. 

É aqui que as políticas de segurança para o trabalho remoto se tornam essenciais. 

A maioria das empresas tem uma política de segurança para trabalho 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? 

O relatório da OpenVPN revelou que os três elementos mais comuns nas políticas de segurança para trabalho remoto são: 

1. VPNs (74%),
2. Criptografia de dados sensíveis (69%)
3. Proibição do uso de dispositivos pessoais para dados relacionados ao trabalho (68%)

Outros elementos incluem: 

• Treinamento de segurança para funcionários (66%)
• Gerenciamento de senhas (56%)
• 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. 

A percepção de risco varia entre funcionários e executivos 

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

Além disso, 73% dos vice-presidentes e executivos de alto escalão (C-suite) afirmam que os trabalhadores remotos representam um risco maior do que os funcionários presenciais

Essa preocupação também é compartilhada por 48% dos gerentes de TI e 45% dos diretores de TI.

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. 

As empresas geralmente realizam treinamentos de cibersegurança duas vezes por ano

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

Segundo a pesquisa da OpenVPN revelou que cerca de 90% das empresas oferecem treinamentos de segurança para funcionários remotos. 

No entanto, apenas 23% das empresas exigem que sua equipe passe por treinamentos de cibersegurança mais de duas vezes por ano.

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. 

Apesar da conscientização crescente, comportamentos de risco continuam

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?

Em 2024, a Grande Renúncia — também conhecida como Big Quit e Great Reshuffle — foi um dos temas mais comentados no mundo todo. 

Iniciada no começo de 2021, a Grande Renúncia foi marcada por milhões de funcionários pedindo demissão voluntariamente em busca de melhores condições de trabalho e benefícios, como trabalho remoto e horários flexíveis.

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 descobrir. 

As pessoas gostariam de continuar trabalhando remotamente

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. 

Já os relatórios de 2024 apontaram que 40% dos funcionários remotos procurariam outro emprego caso não pudessem mais trabalhar remotamente e 22% disseram que esperariam um aumento salarial caso fossem forçados a voltar ao escritório. 

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%. 

Alguns funcionários pediriam demissão se não pudessem mais trabalhar remotamente 

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:

• Esperariam um aumento salarial — 29%,
• Procurariam outro emprego com mais flexibilidade de local — 24%,
• Procurariam outro emprego com mais flexibilidade de horário — 18%
• Ficariam, mas insatisfeitos — 9%,
• Ficariam, mas com menos disposição a fazer um esforço extra — 9%
• Não se importariam — 7% e
• Pediriam demissão imediatamente — 4%.

Embora apenas 4% da força de trabalho pedisse demissão imediatamente, a maioria deles deixaria a empresa com o tempo.

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. 

Funcionários remotos procuram novos emprego por vários motivos 

Após a pandemia, os trabalhadores remotos mudaram suas prioridades e mudaram as expectativas no ambiente de trabalho. 

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.  

Os motivos variam:

• 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%.

Embora a remuneração seja o motivo mais citado, os funcionários também declararam que buscariam novas oportunidades de emprego caso não se rsentissem valorizados no trabalho — independentemente do salário.

Funcionários não aceitarão qualquer oferta de emprego

Embora as pessoas não estejam mais se demitindo tão impulsivamente como na Grande Renúncia, elas ainda não aceitariam uma oferta de emprego que não preenchesse todos os seus 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%.

Funcionários remotos estão dispostos a fazer sacrifícios para continuar assim

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? 

Enquanto algumas empresas planejam permanecer totalmente remotas, outras estão pressionando o retorno ao escritório (RTO), deixando muitas incertezas. 

A Buffer relatou que, em 2022, 9% dos funcionários disseram que suas empresas não pretendiam tornar o trabalho remoto permanente, número que se manteve praticamente o mesmo em 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. 

Estatísticas sobre as tendências que moldarão o futuro do trabalho 

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. 

No início de 2021, muitos esperavam um retorno ao "normal" — um retorno ao escritório.

No entanto, 2021 se mostrou mais instável do que o imaginado, moldado por uma guerra massiva por talentos, altos níveis de inflação e altas taxas de demissão. 

Segundo o Employment Hero, em 2022, a percepção do que é "normal" mudou: menos da metade dos funcionários (45%) voltou ao trabalho presencial em tempo integral. Em 2023, esse número cresceu ainda mais.

De acordo com o relatório Owl Labs 2024, 25% dos trabalhadores perceberam que seus empregadores alteraram as políticas de trabalho remoto ou híbrido. Como consequência, mais pessoas começaram a tirar "workcations" (trabalho durante viagens não oficialmente comunicadas) e a praticar "polyworking" (trabalhar para múltiplos empregadores ao mesmo tempo).  

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

#1: As empresas correrão para encontrar a estratégia híbrida ideal

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: “Coffee Badging” continuará 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. 

O coffee badging, às vezes também conhecido como peacocking — ou, de maneira simples, "posturing" — é um fenômeno em que trabalhadores híbridos vão ao escritório para cumprir o mínimo exigido pela empresa, mas passam o menor tempo possível lá e retornam para casa. 

Ou seja, eles aparecem, tomam um café rápido, garantem que todos os viram e depois voltam para casa. 

Em 2023, 58% dos trabalhadores híbridos fizeram isso, enquanto outros 8% estavam ansiosos para tentar. Isso significa que 66% da força de trabalho híbrida evitava ativamente o escritório.

O relatório da Owl Labs mostra que o coffee badging continuou forte ao longo de 2024. De fato, quase metade dos trabalhadores (40%) relatou que ainda participava dessa tendência, mesmo sabendo que 70% dos empregadores já perceberam. 

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.

No entanto, os funcionários ainda não compartilham esse entusiasmo: 

• 77% dos funcionários dizem que as ferramentas estão fazendo o oposto do esperado, aumentando sua carga de trabalho.
• 47% dos funcionários afirmam não entender como alcançar os níveis de produtividade esperados com a 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: Atitude negativa em relação ao trabalho e #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%, 
• Remuneração injusta — 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: Empresas continuarão lidando com a escassez recorde de talentos de talentos em níveis históricos

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 As workcations estão em alta

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:

• 26% relataram fazer workcations 2 a 3 vezes 
• 15% trabalharam fora de suas casas e escritórios uma vez 
• 9% fizeram workcations de 4 a 5 vezes
• 8% dos trabalhadores remotos fizeram workcations mais de 5 vezes 

É seguro supor que mais trabalhadores remotos e híbridos adotarão essa tendência, que parece bastante atraente para profissionais que buscam mais flexibilidade em seus arranjos de trabalho. 

#7 O polyworking está ganhando força

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, 
• 39% disseram que gostam de um projeto paralelo 
• 35% admitiram que seu primeiro emprego era fácil, dando-lhes tempo extra para explorar outras coisas 
• 32% queriam mais dinheiro (mesmo que não precisassem) 
• 31% queriam ajudar um familiar ou amigo 
• 28% disseram que o segundo emprego é sua verdadeira paixão     

Dê um impulso ao seu ambiente de trabalho remoto com o Pumble

Embora a transição para o trabalho totalmente remoto tenha sido inesperada e repentina, os dados mostraram um impacto global significativo.

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. 

Comece a usar o Pumble da CAKE.com

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