The results show the patterns for employees with various anticipations of WFH frequency after the pandemic. The results show that employees with some WFH experiences before the pandemic find WFH during the pandemic to be less challenging, and their WFH experiences during the pandemic encourage them to WFH more often after the pandemic. Individuals from this group generally had no experiences with WFH before the pandemic at all and have had difficulty coping with WFH during the pandemic. These individuals are often eager to go back to their ‘normal’ work environment and have no intention of WFH after the pandemic. The pattern in the following figure is for these individuals who WFH every day before, during, and after the pandemic (see Table 9 for details of the acronyms used in Fig. 2).
I don’t think that the situation normalizes once corona is over – this will cause permanent changes in our working habits. So, in theory, this should help us to advance further.” – Tero Aaltonen, CEO of Augumenta — a Finish company that develops AR solutions that enable remote remote work statistics work in factories. However, not all employees want to continue working from home when the pandemic blows over. For example, only 12% of employees at WeWork want to keep the arrangement, while the others would like to come back to the office two to three times a week.
The Census Bureau’s Household Pulse Surveys (HPS) were designed to collect data quickly and efficiently on the impact of the coronavirus pandemic on American households. From August 2020 to July 2021, they asked, “Did any adults in this household substitute some or all of their typical in-person work for telework because of the coronavirus? “ Responses documented the rise in remote work, followed by a decline and levelling off above pre-pandemic levels (second Figure below). The proportion of people who reported working from home exclusively was similar between age groups, with the highest proportion among those aged 16 to 29 years (16%), and the lowest proportion among those aged 70 years and over (10%). Travelling to work was the most common working pattern for all income group earning up to £40,000, and was most common among the lowest paid individuals.
We hope these stats allow you to connect with your colleagues, leaders, and customers as we navigate shifting sentiments about staying at home, going to the office, flexible working, or adopting new tools. When navigating back-to-back Zoom calls, having children at home, or a long commute on office days, hybrid and flexible work can help employees better balance work and home life, leading to people being happier and less stressed. To learn more about what employees want after nearly two years of remote and hybrid work, we asked 2,050 U.S. full-time workers about their experience. We aimed to understand where, when, and how they perform best, what is serving them well, what needs to change, and what is important to them for the future of work – our fifth annual State of Remote Work Report covers it all.
The first four major occupations all saw over half of their workers doing some amount of homeworking. Younger workers (aged 16 to 24 years) were least likely to do any work from home (30.2%); however, over half of 25- to 34-year-olds (54.3%), and 35- to 49-year-olds (51.3%) did some work from home in the reference week. The reward of such efforts would be a more resilient, more talented, and better-paid workforce—and a more robust and equitable society.
According to a paper on the impact of Covid-19 on small business outcomes and expectations, 43% of surveyed U.S. companies had temporarily shut down a few weeks into the crisis. During the same time, 45% of both large and small businesses in the U.S. moved part of their staff to remote work, according to the National Association for Business Economists. Those aged 16 to 34 years were more likely to cite the coronavirus (COVID-19) pandemic as the main reason for homeworking (95.2%), whereas those aged 50 years and over were less likely (76.1%).
Overview of homeworking
It’s up to employers to determine the right workplace policies for their teams and invest in the right tools, platforms, and technologies to make hybrid work. The pandemic showed us that health and safety remain a top priority, which spans physical, mental, and emotional health. With the use of the right collaborative technology, the workplace isn’t tied to a physical location, but represents the community of people who work for an organization. 2018 residents of the Puget Sound Region in Washington State participated in the survey (Jabbari et al., 2020). Since this study focuses on the WFH patterns among these participants, 874 participants with full-time or part-time positions were considered.
Marketing, accounting and finance, and project management have embraced remote work, using digital tools and platforms to ensure work continuity. The medical and health industry has also seen a shift towards remote work, primarily driven by the rise of telehealth services and the digitization of health records. According to Upwork, by 2025, an estimated 32.6 million Americans will be working remotely, which equates to about 22% of the workforce . This projection suggests a continuous, yet gradual, shift towards remote work arrangements. Despite the steady rise in remote work, the majority of the workforce (59.1%) still work in-office . This percentage underscores the fact that while remote work is on an upswing, traditional in-office work is far from obsolete.
2. C2 –Moderately support WFH
Homeworking, for the purposes of the Labour Market Survey (LMS), refers to someone doing some work from home in the reference week of the survey. Wales, Scotland and Northern Ireland saw broadly similar proportions of homeworkers (approximately 40%). When she’s not trying out the latest tech or travel blogging with her family, you can find her curling up with a good novel. Recruiters, project managers, technical writers, product marketing managers, customer success managers and graphic designers also feature prominently on the list of remote roles. The wide variety of these roles signifies the expanding scope of remote work across different fields.
- The COVID-19 pandemic impacted the healthcare-related, economic, and social aspects of people’s daily lives (Haleem et al., 2020, Lai et al., 2020).
- Travelling to work exclusively was the most common working schedule for those aged between 16 and 69 years, with more than half of workers aged 16 to 29 years and aged 50 to 69 years doing so.
- The aim of the test was to compare with LFS figures; a comparison report was published in February 2020.
- Workers aged 30 years and under are much less likely to work from home than older workers.
- This variation might be explained by a number of factors, such as access to technology or specialist tools, which have been explored in previous analysis.
- If another pandemic occurs in the future and requires eligible employees to WFH, policymakers or companies are needed to consider more flexible and supportive policies for employees, especially for these individuals who have no WFH experiences at all.