The Future of Remote Work Post COVID

This cluster shows the pattern of the group that does not want to WFH after COVID-19 at all. One day recently, she started her morning on the phone with a friend who was trying to decide whether to cremate or bury her mother, who died of Covid. Then Ms. Couba had to hop on a work call and muddle through niceties. She was relieved to be at home, so she could hang up afterward and take time to breathe. But that’s just the smallest example of how the office was physically designed to fit the needs of a very specific type of worker.

About a quarter of workers in cities (26%) and suburbs (23%) say their employer requires employees to get the COVID-19 vaccine, compared with 16% in rural areas. Across age groups, those younger than 30 are the least likely to say they are very satisfied with COVID-19 safety measures at their workplace, while those ages 65 and older are the most likely to say this. A quarter of workers ages 18 to 29 say they are very satisfied, compared with 35% of those ages 30 to 49, 44% of those ages 50 to 64, and 53% of workers 65 and older.

of Remote Workers Will Not Return to a Job That Does Not Offer a WFH Option

Ms. Egziabher, who is Black, felt that her white co-workers were fixated on who was jostling for entry to their in-group. Employee wellbeing is important, whether they’re in the office or at home. It’s been found that people are generally happier working from home because it allows for more flexibility, but there has been struggles when it comes to communicating and collaborating with teammates. Since the start of the COVID-19 pandemic in March 2020, the numbers of people working from home in the UK has dramatically increased.

88% of the organizations across the globe made it mandatory or encouraged their remote work statistics 2021 to work from home after COVID-19 was officially labeled a pandemic. The reasons vary from not having to commute to having more flexibility and spending more time with their families. We suddenly realized that many of the jobs we normally do in the office could be done just as efficiently from the comfort of our homes. Looking to create a more productive, more harmonious hybrid or remote work schedule?

of All Workers Say Their Job Can Be Done from Home

A plurality (47%) say they are about as concerned now as they were before omicron. There are numerous reasons and statistics showing both positive and negative outcomes of remote working. An alternative way of implementing a positive result is implementing a hybrid way of working. In fact, 74% of U.S. companies either are currently using or plan to implement a permanent hybrid work model. Research by Upwork states that, by 2028, 73% of all departments are expected to have remote workers.

  • 62% of workers feel remote work positively affects their work engagement.
  • For these employees with some WFH experiences before the pandemic, being forced to WFH every day during the pandemic has a positive influence on their view of WFH and encourages them to WFH more often after the pandemic.
  • As we emerge from a global pandemic, you might be wondering if our shift to remote work is sustainable.
  • Results also found a group of individuals who are willing to WFH even after the pandemic due to their familiarity with WFH before the pandemic and good experience with adapting to WFH during the pandemic.
  • Hierarchical linear modeling revealed that perceived flexibility consistently predicted less family-to-work conflict and less stress and job burnout.
  • Second, individuals of this group agree that WFH increases family conflicts, and their families do not expect them to WFH.

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). The Center for Disease Control and Prevention and other scientific institutions suggested several non-pharmaceutical interventions to combat the spread of COVID (Flaxman et al., 2020). Measures such as travel restrictions (Chinazzi et al., 2020), self-isolation, and social distancing (Block et al., 2020) were proposed to reduce the spread of the virus by minimizing person-to-person physical contact (Lades et al., 2020). Orders and recommendations issued by the government across the U.S. included lockdowns, closure of schools and businesses, bans on gatherings, curfews, quarantines for travelers, etc. Remote work gives people more options for where they live, reducing the necessity to live near large metropolitan city centers to maximize career potential. And with companies allowing employees to work from home permanently, remote workers are taking advantage of their new location independence.

Before Covid-19

21% of these employees have always been remote workers, while the remaining 43% of them started working from home in 2020. Working from home productivity statistics reveal that 55% of remote employees work more hours at home than at the office. The reasons workers give for working from home when they could otherwise go into their workplace have changed considerably from October 2020. Today, a preference for working from home is driving these decisions rather than concerns about the coronavirus. Fully 76% of workers who indicate that their workplace is available to them say a major reason why they are currently teleworking all or most of the time is that they prefer working from home. An additional 17% say this is a minor reason why they are working from home, and 7% say this is not a reason.


When workers get their preferred amount of remote work days, they save an average of 75 hours per year in avoided commute time. Of this time, 47% of it is used to get more work done, resulting in increased productivity . In early 2020, as COVID-19 began to dominate headlines and the nation braced for lockdown measures, remote work surged.

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