The survey includes questions on where people have worked in the past seven days – including whether they have worked at home, whether they have travelled to work or both. This gives us timely insights on changing patterns of work, of considerable value to policymakers. However, due to its smaller sample size, it is not remote work statistics able to provide granular estimates of demographic differences like the LFS/APS. The OPN has been used regularly in our Social Impacts releases as well as in several iterations looking at sub-national estimates. Eleven percent of homeworkers are Hispanic or Latino American, in contrast to 17% of the American labor force.

We’ve seen a lot of news about changing technologies, more transparency, and going-back-to-work trends because every new change impacts what we do day-to-day and how we interact with the people around us. Google community mobility reports aim to provide insights into what has changed in response to policies aimed at combating COVID-19. The reports chart movement trends over time by geography, across different categories of places such as retail and recreation, groceries and pharmacies, parks, transit stations, workplaces, and residential. Is an experimental real time indicator for monitoring UK spending using debit and credit cards both in-store and online.

As many as 25 percent more workers may need to switch occupations than before the pandemic

Workers in this income group were the only ones for whom hybrid working was the most common working pattern. In February 2022, the most common hybrid working pattern that workers planned to use was working mostly from home, and sometimes from their usual place of work. Meanwhile, the proportion who planned to split their time equally between work and home, or work mostly from their place of work and occasionally from home, has fallen.

remote work statistics before and after covid

The individuals voluntarily chose to WFH every day before the pandemic, and the change that comes with the outbreak does not pose an impact on their WFH choices. Apart from patterns shown in C1, C3 states another pattern for the individuals who are unwilling to WFH after the pandemic. This cluster illustrates that some individuals consistently worked onsite before and during the COVID-19 pandemic every day, and they anticipate working onsite every day after the pandemic. Younger age groups were, in general, less likely to work from home in the UK in the period October to December 2019. Those aged 16 to 29 years had the lowest percentage of homeworkers (6.3%), followed by those aged 30 to 39 years (12%). The highest percentage of homeworkers was for those aged 60 years and over (27.3%), followed by those aged 50 to 59 years (17.9%).

Out-of-hours work habits for remote workers

Hospital and medical office administrative staff fall into the computer-based office work arena, where more work can be done remotely. Lab technicians and pharmacists work in the indoor production work arena because those jobs require use of specialized equipment on-site but have little exposure to other people (Exhibit 1). Sixty-five percent of workers desire to work remotely all the time, highlighting the popularity of this work model [6]. At the same time, 32% prefer a hybrid schedule, which combines the best of both worlds—flexibility from remote work and collaboration opportunities from in-office work. A staggering 98% of workers expressed the desire to work remotely, at least part of the time [3].

  • The hard time of adapting to this new WFH mode for many workers is not an obstacle for this group of individuals at all.
  • The number of respondents who are asked the HOMEREF question is similar to the number in employment, with a few minor differences based on routing and exclusions.
  • Online surveys oversample the more educated and can capture responses from business owners or employers right alongside employees.
  • For the UK, the highest increase in homeworking was in the aged 30 to 39 years group (20.1 percentage points).

Similar patterns in the ability of different occupations to work from home were detailed in our Which jobs can be done from home? The following sections of this article provide more detail on the underlying patterns in homeworking, non-homeworking, and regional commuting in each region and how these patterns differ by regional and personal characteristics. Remote work opportunities provide continuity in operational plans, and not only for government agencies. Telework in a variety of forms should become an integral piece of the emergency preparedness and response plans of companies that secure the 37% of jobs suitable for remote work. Although tech seems to be more adaptable to telecommuting, Silicon Valley companies and other U.S.-based firms had to cut over 40,000 jobs by May 2020. The biggest share in that number belonged to Uber, with over 7,000 employees laid off, according to official sources.

Fully remote vs office vs hybrid working in the UK

Comparing data sources on working from home The proportion of people who work from home is captured in multiple surveys. Our blog about these different data sources and to what extent they are comparable can be found here. In spring 2022 (27 April to 8 May), when guidance to work from home because of the coronavirus (COVID-19) pandemic was no longer in place in Great Britain, 38% of working adults reported having worked from home at some point over the past seven days. Workers were asked about their future plans in February 2022, after government guidance to work from home when possible was lifted in England and Scotland.

  • An R package called ‘clustrd’ was adopted to perform the analysis (Markos et al., 2019).
  • The LMS also shows similar homeworking proportions to the Business Impact of Coronavirus (COVID-19) Survey (BICS), with 46.8% reporting “working remotely instead of their place of work” from the period of 6 to 19 April 2020.
  • RSV, most often seen in infants and toddlers in pediatric wards, has already peaked nationally.
  • Edtech giant Coursera is expanding its collaboration with universities, while the popularity of Zoom skyrocketed until new collaboration apps emerged or existing ones, such as Microsoft Teams, improved.
  • Similar to the other features, other reasons exist and made up about half of the total number of participants, meaning that governmental decrees and employer policies were not solely responsible for how much people worked from home.
  • Jobs in warehousing and transportation may increase as a result of the growth in e-commerce and the delivery economy, but those increases are unlikely to offset the disruption of many low-wage jobs.

This one day allows workers to continuously interact with the previous ‘normal’ work experiences, impeding the adaption process to being fully remote. The attributes listed in Table 6
show the pattern of the individuals anticipating working from home several days a week after the pandemic. Existing experience with working from home facilitates the transition from WFH 1–2 days a week to WFH every day in response to the COVID-19 outbreak.


The Business Insights and Conditions Survey (BICS) is a fortnightly survey of businesses used to collect real-time information on issues impacting them and the economy. It asks employers a number of questions on homeworking, including the proportion of their workforce working from home in the previous 14 days. The strengths and weaknesses of BICS are similar to those of the OPN, albeit it is answered from an employers’ perspective. Questions in each of these surveys are flexible and can be altered or supplemented to align with emerging priorities and interests, which coupled with their timeliness, have made them valuable sources during the pandemic.

remote work statistics before and after covid

This may reflect certain activities such as planning and marking, which can take place at home, whereas very few people in this sector reported that they mainly worked from home. Mainstream health officials have encouraged vaccination, particularly for people older than 65, to minimize the damage caused by covid waves. The “Great Resignation” continues as workers seek out flexible roles that excite them and provide work-life balance, a strong company culture, and compelling benefits. However, only 38% of employers have upgraded their video technology to allow for more hybrid collaboration, leaving a growth opportunity for the remaining 62% of organizations. Spaces need to be built remote-first to ensure all participants can actively contribute, no matter where they dial-in from.