Remote Work Predictions: What is the Future of WFH?

As we approach 2025, the remote work debate remains as polarized as ever. There’s an unmistakable demand for remote work and greater flexibility.

Previously, we argued that financial motivations had been replaced with an evolving determination to achieve the perfect digital work-life balance.

But we are finding now that many CEOs are less than impressed — wanting to maximize real estate space (empty offices are a huge drain on finances) and get workers back in person.

We speak to experts across tech fields and pull in the latest research for our remote work predictions for 2025 and beyond.

Table of Contents Table of Contents

1. Key Takeaways
2. Do Business Goals and Employee Well-Being Co-exist?
3. How is Workplace Policy Changing?
4. The Remote Work Forecast for Job Seekers
5. The Future of Work-From-Home
6. Return to the Office Predictions
7. The Bottom Line
8. FAQs

Show Full Guide

Table of Contents

1. Key Takeaways
2. Do Business Goals and Employee Well-Being Co-exist?
3. How is Workplace Policy Changing?
Show Full Guide
4. The Remote Work Forecast for Job Seekers
5. The Future of Work-From-Home
6. Return to the Office Predictions
7. The Bottom Line
8. FAQs

The Future of Work survey 2024 suggests companies are getting a little tired of working from home, if a survey of 2,300 CRE decision makers across 25 markets is anything to go by.

More than 60% of respondents expect to see increased workplace utilization over the next five years.

In 2022, 77% of decision-makers thought hybrid work was the way to attract talent. In Q4 2024, the momentum has “moved strongly towards office-based work”.

44% of organizations were characterized as ‘Office advocates’ who would like to see staff in the office five days a week.

The 56% of ‘Hybrid adopters’ were operating in a range from “fully remote” to at least three days a week in the office.

For real world examples, Roblox CEO David Baszucki last year mandated a return to the office, articulating that even the most advanced virtual environments cannot replicate the “engaging, collaborative, and productive” dynamics of a physical workspace.

Dropbox CEO Drew Houston also challenged the swing back to the office by adopting a 90/10 remote work rule, supporting ‘trust over surveillance’.

Corporate America is struggling with a tug-of-war between freedom and in-person collaboration.

As tension between businesses and employees continues worldwide, we asked a team of experts to make their future of remote work predictions for 2025.

Do Business Goals and Employee Well-Being Co-exist?

Shifting from an in-office workplace to one fully remote is a significant challenge. But going back would likely be equally or perhaps more challenging. Melissa Jones, chief human resources officer at CSAA Insurance Group, explained how they immediately considered the business advantages of the new remote model. 

“Our employees did not miss a beat due to remote work – in fact, our business results were some of our strongest in the company’s history. From that perspective, remote work delivered incredible value to our company while empowering employees with the option and responsibility to achieve their work results regardless of their location. It’s something that they have embraced and is working very well for us.”

Jones also explained that removing the option for remote work would challenge their ability to employ and retain top talent successfully.

“We have received employment interest from qualified candidates nationwide, and we know our hybrid work model contributes to this dynamic.

 

Our employees regularly tell us that they appreciate flexibility in the working environment since it allows them to find and maintain the work/life balance that works best for their individual situations. This can be especially important for those who are also parents and caregivers and whose lives necessitate numerous school activities and appointments.”

Is this a general remote work future trend? Or was it a symptom of COVID-19 — a one-off work earthquake that will revert to the norm?

“The pandemic forced a new reality on everyone, requiring businesses to rethink how to continue operating successfully, even outside of the traditional office space model. Employees always appreciated part-time remote options, so, unsurprisingly, the option for full-time remote would be highly valued.”

It seems reasonable to expect that withdrawing this flexibility could put a company at risk for attracting and retaining talent. Companies that enable scheduling flexibility will remain attractive to top-tier employees, while companies that don’t might be forced to revisit and reconsider policies limiting remote work.

Jones added:

“While we were nearly 100% remote immediately after shelter-in-place directives were issued, we currently offer employees the option of remaining fully remote, working in one of our regional office locations several days a week, or even full-time in the office, which some employees prefer.

 

Businesses that require all employees to work in designated office locations will likely need to reactivate or reestablish a significant real estate footprint. At CSAA Insurance Group, prioritizing employee choice allows us to maintain a balanced office portfolio while delivering our targeted business results.”

How is Workplace Policy Changing?

Continued evaluation of office footprints seems to be the trend across the board as organizations identify where their current workforces are most comfortable and productive.

Debbie Connelly, chief people officer at Hyland Software Inc, has a remote work prediction that a hybrid approach to return-to-office will remain popular, as it gives companies a cost-saving option when balancing out which teams will be in the office and when. 

“If companies want to change their remote work policies, they must find what makes them unique as employers and differentiate themselves as a great place to work.”

The remote landscape has created an ecosystem that is hard to keep up with. For some organizations, offering flexible work policies may help them stand out, but if employees find value in other areas, in-office mandates may not be a deal breaker.

“As far as keeping talent, an honest analysis and discussion are warranted among an organization’s leaders to determine if return-to-office is worth limiting the company’s ability to hire the best talent available for various positions, even if those candidates are not available to work in the office.”

It’s critical that executive leadership teams are clear, consistent, and transparent around the intentions and impact of the return to office mandates to ensure they don’t affect employee sentiment and trust and ultimately lead to a brain drain.

“If mandates to return to the office are enacted to promote collaboration and engagement, employers must prepare to explain the “why” behind it, along with how it will benefit individual employees and their teams.”

The Remote Work Forecast for Job Seekers

Brittany Dolin, co-founder of Pocketbook Agency, has seen hiring for remote roles move from 50% of their available positions in 2022 to about 15% in 2023. Many companies are returning to the office setting, and many job seekers are unhappy. Remote work has become an established part of many office workers’ expectations, and it can indeed serve as a compelling job perk.

Companies that choose to take away this flexibility may face challenges in attracting and retaining talent; we have seen it firsthand. Remote work trends suggest it has become a valuable aspect of job satisfaction for many professionals. Therefore, companies must carefully consider their policies and incentives to remain competitive in the job market. 

“As a compromise, we have seen many companies offer a hybrid schedule for employees, offering a few work-from-home days per week. We have seen companies have great success with hiring this way.”

Transitioning back to the original office-based work model after the widespread adoption of remote work can indeed be a substantial and costly endeavor.

Many organizations have integrated remote work as a core component of their operations, making a complete return challenging. Factors such as the preferences of employees, technology investments, industry-specific needs, and ongoing public health considerations significantly impact the decision and cost-effectiveness of this transition.

Whether returning to the original status quo is a massive and costly effort depends on several factors. These include the nature of the organization, the scale of remote work implementation, and the willingness of employees to return to the office. 

“Companies that enforce strict remote work policies may risk a “brain drain” as talented employees seek opportunities with more flexible work arrangements.”

With remote work becoming an integral part of many professionals’ work-life balance, companies that fail to adapt to evolving preferences may lose valuable talent to competitors offering greater flexibility. Retaining skilled employees may require balancing remote and in-office work to remain competitive and attract top talent.

Transitioning back to in-office work from remote work, which has provided cost savings and altered the nature of cities, may require companies to reevaluate real estate costs, consider the impact on cities and infrastructure, and address employee concerns about work-life balance. 

“Hybrid work models that combine in-office and remote work are being adopted to balance cost savings with employee preferences. The decision to return to in-office work will vary based on individual company strategies and industry-specific needs.”

The Future of Work-From-Home

In 2024, many workers may continue to value lifestyle enhancements over pay rises.

This trade-off isn’t just financial; it’s a lifestyle choice that improves well-being. Eliminating commutes saves time and stress, offering a better start to each day. This lifestyle shift also advances individual sustainability goals, from reducing wardrobe wear and tear to making more conscious consumption choices.

Overall, the modern worker seeks a digitally balanced life where flexibility, sustainability, and well-being take center stage. The future of work from home is likely a hybrid work model, merging the best of remote and in-office worlds to address challenges like mental well-being and organizational cohesion.

The focus will shift from clocked hours to results-driven metrics, forcing a recalibration in performance assessments and corporate priorities.

Return to the Office Predictions

As we approach 2025, remote work has become a battleground of contrasting philosophies and priorities. From employees willing to relinquish thousands in annual salaries for the privilege of remote work to CEOs entrenched in traditionalist views of office-centric productivity, the fault lines are clear.

The debate is more than a mere tug-of-war between freedom and collaboration; it’s an existential question about the future of work itself.

Companies like CSAA Insurance Group have exemplified how remote work can not only empower employees but also deliver unprecedented business value.

Conversely, organizations clinging to a total return to the office may find themselves grappling with not just logistical hurdles but also a potential exodus of talent.

The Bottom Line

Drew Houston’s 90/10 remote work model at Dropbox shows a future where trust supersedes surveillance — a cultural change that could become the new orthodoxy.

So, what’s the verdict at the end of 2024? The future of work from home appears to be a nuanced “lifestyle for value” paradigm where flexibility, sustainability, and well-being are the new currencies.

And yet businesses are going to think differently — likely much less flexible than in the mask-wearing days.

What is the future of remote work? We suspect hybrid work models will dominate, driven by a results-oriented culture that redefines performance metrics.

The future of work, at least for white-collar jobs, remains a mirror for broader societal transformation: do we want to be interacting with other people in an office or keeping our work and home spaces together?

FAQs