80+ Remote Work Statistics for 2024 – Productivity, Demographics & More

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In a time where the boundaries between work and home have become increasingly blurred, understanding remote work statistics is essential for companies, employees, and job seekers.

The shift towards remote work has not only redefined workspaces but also reshaped organizational structures and individual work preferences.

This article assembles a detailed collection of key remote work statistics from 2022 to 2024 from diverse sources, offering you a big-picture view into the evolving world of remote employment.

Remote Work Statistics Highlights

  • In March 2024, 12% of full-time employees were fully remote, 61% were full-time on-site, and 26% were in a hybrid arrangement (WFH Research, 2024).
  • In 2024, 40% of US job seekers were interested in a fully remote position, and 33% preferred hybrid roles. Only 18% wanted a fully in-office position (Robert Half, 2024).
  • In Q4 2023, 60% of 1,500 executives said that flexible work models have positively affected organizations’ culture. This is significantly greater than 39% in the same period a year earlier (RSM, 2024)
  • In 2024, a lot of employers’ top retention strategies surrounded work flexibility (Robert Half, 2024).
  • As of April 3, 2024, office occupancy in the U.S. stood at a 48% weekly average (Kastle, 2024).

Remote Work Statistics: Trends & Preferences

The world of work has changed significantly, with the COVID-19 pandemic accelerating the adoption of remote working.

This section presents remote work statistics to demonstrate how the practice has evolved from being a niche arrangement to a mainstream way of working. It also delves into productivity, dynamics of trust, and job satisfaction in remote work settings.

Growth & Prevalence of Remote Work

According to remote work statistics, the pandemic permanently increased work from home in the U.S., equivalent to almost 40 years of pre-pandemic growth.


While in 2019, an average of 7% of paid workdays were worked remotely, this climbed to 28% by March 2024.

In March 2024, 12% of full-time employees were fully remote, 61% were full-time on-site, and 26% were in a hybrid arrangement.

Working from home in March 2024 was most prevalent in the professional & business services (29%), finance & insurance (23%), and information sectors (21%).

(WFH Research, 2024)

Employee Preferences & Job Consideration

In 2024, remote work statistics showed that 40% of US job seekers were interested in a fully remote position, and 33% preferred hybrid roles. Only 18% wanted a fully in-office position.

In the first half of 2024, 32% of respondents said that they were planning or were already looking for a new job to have more flexible work options.

(Robert Half, 2024)

In fact, in March 2024, most US workers desired 2.4 days of work from home per week. 

(WFH Research, 2024)

Some were even willing to give up a bit of their paycheck for more time working remotely.

In 2023, 62% of employees were willing to take, on average, a 15% pay cut to be able to work fully remotely.

The same share was willing to take an average 15% pay cut for a flexible working location.

(Owl Labs, 2023)

Trust & Job Satisfaction in Remote Work

In 2023, remote work stats revealed that most U.S. adults with remote work options who work from home at least some of the time (70%) said their manager or supervisor trusts them a great deal to get their work done when they’re doing so.

Those who work from home all the time are the most likely to feel trusted: 79% of these workers said their manager trusts them a great deal, compared with 64% of hybrid workers.

Hybrid workers feel about as trusted when they’re not working from home: 68% said their manager or supervisor trusts them a great deal to get their work done when they’re not working remotely.

(Pew Research, 2023)

Trust & Job Satisfaction in Remote Work

However, in 2022, 54% of leaders feared productivity was negatively impacted by employees going remote or hybrid.

In fact, in 2022, a significant 85% of leaders faced challenges in maintaining confidence in employee productivity in a hybrid work environment. This trust issue was more pronounced among hybrid managers, with 49% struggling to trust their employees compared to 36% of in-person managers.

(Microsoft, 2022)

However, 77% of people who reported having the freedom to work when and where they’re at their best clocked in more hours in 2022 than they did three years prior.

Even with the longer days, nearly half of them (46%) were feeling more satisfied with their jobs.

(Robert Half, 2023)

Trust & Job Satisfaction in Remote Work

Benefits & Challenges of Remote Work

Exploring remote work statistics reveals a fascinating interplay between the advantages and hurdles of this work model.

The shift to remote work has brought forward a spectrum of experiences, highlighting the flexibility and challenges faced by employees.

This section delves into remote work productivity statistics, employer-provided perks, and the struggles encountered, offering a comprehensive view of the remote work landscape.

Benefits of Remote Work

The top benefit of remote work in 2023 was cited to be flexibility in how the respondents can spend their time (22% of respondents).

It was closely followed by flexibility in where they choose to live (19%) and flexibility in choosing their work location (13%).

In 2023, remote workers reported that there are certain things that are easier to do when remote – especially focusing on work (70% of respondents), managing stress (65%), and avoiding distractions (50%).

(Buffer, 2023)

Benefits of Remote Work

In fact, in 2022, employees who worked exclusively from home reported being more engaged (30% of respondents) than hybrid employees (24%) or those working fully on-site (21%).

(Gallup, 2023).

Furthermore, in 2022, employees said that remote work brought about personal benefits. According to respondents:

  • 66% gained the flexibility to attend to family life
  • 62% said remote work enhances their morale
  • 61% experienced an improvement in their savings

(Zapier, 2022)

Indeed, in 2023, the average amount of money hybrid workers spend each day working from home is much lower than the amount spent in the office.

On average, it costs $15 a day for a hybrid worker to work from home. Meanwhile, it costs $51 a day to work from the office.

The costs of working from the office were broken down like so:

  • $8 parking
  • $13 breakfast/coffee
  • $16 lunch
  • $14 commute
  • $20 petcare (for those who need it)

(Owl Labs, 2023)

The benefits were even seen on employers’ sides. In the fourth quarter of 2023 (Q4 2023), 60% of 1,500 executives said that flexible work models have positively affected organizations’ culture. This is significantly greater than 39% in the same period a year earlier.

Fewer companies said work location flexibility has been detrimental, decreasing year over year to 16% from 24%.

The negative effects of remote work were less prevalent among smaller firms (annual revenue between $10 million and $50 million) – most likely due to their relative flexibility and adaptability.

(RSM, 2024)

Furthermore, 79% of managers in 2023 said that their teams were more productive when working remote/hybrid. 

A tenth (11%) felt no change in productivity, and another 10% felt their team was less productive.

(Owl Labs, 2023).

Employer-Provided Benefits

Remote work statistics in 2023 indicated that employer-provided top benefits for American remote workers included:

  • Flexible hours (34% of employees and 40% of employers)
  • Work-provided equipment (26% of employees and 34% of employers)
  • Home office stipend (17% of employees and 20% of employers).
  • Flexible hours are important for both employees and employers since these benefit work-life balance.

When it comes to work-provided equipment, a large number of employees may prefer using their personal devices for work. However, employers often deem it essential to supply equipment that aligns with the company’s requirements and allows some level of control, such as device locking or activity monitoring.

For the home office stipend, it ranked third among employees and fifth among employers. This illustrates the diverse priorities regarding remote work benefits.

(Forbes, 2023)

Challenges & Struggles of Remote Work

In 2023, remote work stats show that workers stated that their biggest struggle is that they stay home too often because they don’t have a reason to leave (33% of respondents).

Loneliness was the second most common struggle (23%), and not being able to unplug was the third most common (22%).

(Buffer, 2023)

Challenges & Struggles of Remote Work

Remote workers also struggle with setting work boundaries.

Many remote workers check work emails outside of work hours (81%), including those who do so on weekends (63%) and on vacation (34%).

Nearly half said that they frequently work outside of traditional work hours (48%) and that they worked more in 2023 than in 2022 (44%).

(Buffer, 2023)

Furthermore, in Q4 2023, large shares of middle market firms with employees working outside the office said that remote and hybrid work had impeded some aspects of work:

  • Reduced collaboration: 71% of firms
  • Management challenges: 70%
  • Maintaining culture: 62%
  • Feeling isolated: 61%
  • Onboarding challenges: 57%
  • Worker tension: 57%
  • Reduced productivity: 56%
  • Impeded training: 53%
  • Mental health issues: 47%

(RSM, 2024)

Career Growth & Relationship Building

Remote work statistics in 2023 indicated that other struggles with remote work included issues with career growth. These included getting recognized by leadership (37% of respondents), collaborating (30%), and getting promoted (28%).

(Buffer, 2023)

Ultimately, in 2022, the majority of managers (82%) who had hybrid teams stated that they believe everyone has a fair shot at moving up, whether they’re in the office or working remotely.

However, 42% of remote workers were worried about missing out on projects and promotions. For those working away from the office, managers suggested a few ways to stay in the game:

  • Regularly talking about career paths
  • Showing interest in learning and growing professionally
  • Stepping up to lead or help out with projects

(Robert Half, 2023)

This was backed up by other remote working stats on proximity bias.

In 2023, 63% of employees felt that managers view those in the office as harder working and more trustworthy than their remote counterparts. Another 60% were concerned that working remotely would mean they have less of a say at work and miss out on opportunities.

(Owl Labs, 2023)

Importantly, nearly half (43%) of leaders identified relationship-building as the most significant challenge in hybrid and remote environments in 2022.

Employees enjoying strong relationships with their immediate colleagues reported enhanced well-being compared to those with weaker connections (76% versus 57%). They also indicated increased productivity (50% versus 36%) and exhibited a lower propensity to switch employers in the upcoming year (61% versus 39%).

(Microsoft, 2022)

Furthermore, around 65% of professionals felt they connected better with colleagues they’ve met in person compared to those they haven’t. Plus, more people found it easier to work together in person (49%) than online (31%).

(Robert Half, 2023)

Company Policies & Support for Remote Work

In Q4 2023, remote work stats showed that more than three years after remote work took hold as a COVID-19 mitigation measure, the flexibility for employees to work remotely or in a hybrid manner is used as a way for companies to strengthen recruitment and retention efforts.

When asked about their measures for managing remote workers, employers said that the top actions include:

  • Permitting hybrid work (65%)
  • Creating remote work guidelines (46%)
  • Hiring talent from wider areas (45%)

(RSM, 2024)

In fact, in 2024, a lot of employers’ top retention strategies surrounded work flexibility:

  • Allowing flexible schedules: 58% currently allow this, with 35% planning to do so
  • Allowing hybrid work: 55% currently allow this, with 36% planning to do so

(Robert Half, 2024)

Interestingly, the severity of the impact of The Great Resignation in 2022 varied based on the level of remote work flexibility.

Remote-first organizations were often least negatively impacted (31% negatively impacted), especially compared to remote by-day (55% negatively impacted) or on-site first organizations (49% negatively impacted).

As a result, businesses are leveraging different tactics, including revisiting company policies and support structures, with the most commonly cited steps including increased schedule flexibility, increased compensation, and increased remote work options.

(Upwork, 2022)

This flexibility via remote working is also reflected in equipment use. In 2022, over half (52%) of organizations allowed remote access to corporate applications from personal laptops. Nearly the same share (51%) allowed access from personal mobile devices.

Only 17% allowed access only from company-managed laptops.

(Check Point, 2022)

Interestingly, some companies also provide the equipment.

In 2023, the majority of respondents reported that their companies paid for hardware that remote workers might need, like monitors, mice, etc. (64%). However, a quarter (25%) said that these items were not reimbursed, but they wished they were.

Meanwhile, less than half reported that their companies paid for office equipment like desks and chairs (40%), and nearly the same share reported these items were not reimbursed, but they wished they were (38%).

A small share of respondents stated that their companies pay for their home internet (28%). However, 44% were not reimbursed but wished they were.

For coworking memberships, only 22% said their companies paid for these, while 38% stated they wished their companies would pay for such memberships.

(Buffer, 2023)

Demographic Differences

In the spring of 2023, remote work stats revealed that flexible working conditions boost women’s ambitions at work.

Women at all levels of their careers are keen on moving up and taking on leadership roles, thanks to the balance that flexibility offers between work and personal life.

Overall, one in five women said that flexibility helped them stay in their jobs or avoid reducing their hours.

Many women who work in a hybrid or remote setup say that one of the main advantages is feeling less tired and burned out. Additionally, most women find that working remotely gives them more concentrated time to complete their tasks.

(McKinsey, 2023)

In fact, among hybrid workers in 2023, 10% of women would quit if their employer required them to come to the office full-time. 

Meanwhile, 1% of men would quit if presented with the same requirement.

Demographic Differences
Source: Owl Labs, 2023

Furthermore, female hybrid and remote workers were twice as likely to say that they’d stay but be less happy at a job where they were no longer allowed to work remotely or hybrid now or in the future.

  • Female hybrid and remote workers: 12%
  • Male hybrid and remote workers: 6%

In 2023, nearly half (47%) of women agreed that their company is requiring them to work in the office because it is essential or more productive for their job function. 

Meanwhile, 80% of men agreed on the same thing.

(Owl Labs, 2023)

Remote Work & Marginalized Groups

In 2022, 51% of Australian workers from marginalized groups said that workplace culture improved while they worked remotely.

In fact, 66% of marginalized groups agreed that remote work protects them from discrimination in the workplace and that remote work is better for people in marginalized groups. When coupled with the 61% who stated that they experienced discrimination at work, it becomes a powerful statistic.

Remote Work & Marginalized Groups

(Employment Hero, 2022)

Additionally, in 2023, Gen Zs and millennials who are ethnic minorities, LGBT+ respondents, and those with disabilities stated that they would contemplate a job change if required to work on-site full-time.

(Deloitte, 2023)

In 2023, women also said that the move to remote and hybrid work has also been effective in reducing microaggressions in the workplace. Women in remote settings report fewer instances of microaggressions, creating a safer and more welcoming environment that encourages them to pursue higher positions.

(McKinsey, 2023)

Generational Perspectives on Remote Work

In 2023, remote work stats showed who reported being keen on working from home:

  • 18–25 years old: 27%
  • 26–41 years old: 41%
  • 42–57 years old: 40%
  • 58–76 years old: 38%

Interest was highest among those likely to have child care or other responsibilities. Younger workers, likely in the early stages of their careers and earning less, might find working from home less comfortable or more distracting compared to more experienced workers.

(Forbes, 2023)

Before the pandemic, 36% of Gen Zs and 32% of millennials had hybrid/remote work patterns. Fast forward to 2023, these numbers increased to 61% for Gen Zs and 55% for millennials.

However, there’s still a gap between those desiring and those actually engaging in hybrid or remote work, especially among millennials. About 65% of Gen Zs and 64% of millennials desire such work patterns.

(Deloitte, 2023)

In 2021, nearly half (40%) of Gen Z would have quit a job that required them to go from working remotely to working in person at a physical office or location 5 days per week.

(GenHQ, 2022)

Despite working remotely, a significant percentage of Gen Z demonstrated that remote work doesn’t necessarily mean disconnected work. Of the Gen Z who worked remotely in 2021:

  • 65% felt more connected to their team
  • 62% reported being more productive
  • 58% felt more open and honest with their team
  • 53% said they trusted their team more

(GenHQ, 2022)

However, in 2022, 89% of Gen Z thought that remote or hybrid workers were laid off before those who worked in person at the same company.

(GenHQ, 2023)

At the same time, Gen Z’s top most-valued aspects of a healthy work culture in 2022 revolved around flexibility. 

The most important factors, in order of preference, were:

  • Flexibility: 35% of Gen Z males, 38% of Gen Z females
  • Work/life balance standards: 27%, 40%

(GenHQ, 2023)

Return to Office & Future of Work

According to remote work stats, the landscape of work in 2024 has seen a significant shift towards hybrid and in-office opportunities.

In fact, in 2024, these were the shares of new jobs offered as on-site, hybrid, and remote by profession:

Profession On-site Hybrid Remote
Technology  61% 22% 17%
Marketing & Сreative  63% 25% 13%
Finance & Accounting  65% 25% 10%
Human Resources  73% 18% 9%
Legal  75% 21% 5%
Administrative & Customer Support  78% 12% 10%
Healthcare 90% 5% 5%

(Robert Half, 2024)

This is marked by a notable return to the office. As of April 3, 2024, office occupancy in the U.S. stood at a 48% weekly average. 

The peak day of office occupancy was Tuesday, 2 April 2024, with a 60% occupancy rate.

(Kastle, 2024)

This is backed up by other remote work stats from 2023, showing that the in-office vs. remote work ratio shifted dramatically between 2022 and 2023. 

Return to Office & Future of Work

In-office working increased from 41% of employees in 2022 to 66% in 2023. Meanwhile, remote working decreased from 34% in 2022 to 7% in 2023. Hybrid working stayed consistent.

(Owl Labs, 2023)

In fact, in Q4 2023, the number of organizations planning to expand their physical offices or workspaces for employees in the next two years had risen to 46% from 25% a year ago.

In fact, in Q4 2023, the number of organizations planning to expand their physical offices or workspaces for employees in the next two years had risen to 46% from 25% a year ago.

This increase doesn’t necessarily mean there’s a major shift back to full-time office work. Rather, it shows how workforce strategies are continuing to develop. Leaders are thoughtfully considering the kinds of spaces they require, evaluating both the worth of investing in physical buildings and in technology.

(RSM, 2024)

Security & Technology

The adoption of digital collaboration tools has been pivotal in the transition to remote work.

In fact, in 2023, the top concern of managers who oversaw remote/hybrid teams was IT support issues. 

Over a third (34%) reported this concern.

(Owl Labs, 2023)

In 2022, 74% of organizations used Office365 email and collaboration apps like Teams, SharePoint, and OneDrive. Only 32% reported using on-premises email services like Microsoft Exchange.

(Check Point, 2022)

This shift towards online platforms has necessitated a reevaluation of security measures to protect organizational assets and users. The following security measures were used by organizations to help secure their remote workforce:

(Check Point, 2022)

Delving deeper into organizational practices, it was found that of those organizations allowing remote access to corporate apps:

Furthermore, of the organizations allowing remote access to corporate apps from personal mobile phones (51%), only 18% use mobile threat defense solutions to protect their corporate assets and users.

(Check Point, 2022)

While technology has enabled continuity in work, it has also brought about challenges. In 2022, there was a global increase of 153% in the number of virtual meetings per week since the pandemic’s onset. Overlapping meetings saw a rise of 46% per person, contributing to 48% of employees and 53% of managers feeling burned out at work.

Additionally, 42% of participants admitted to multitasking during meetings.

(Microsoft, 2022)

The Bottom Line

The COVID-19 pandemic drastically changed how we work, making remote work a standard option, especially in the tech, finance, and professional services industries. Workers now show a strong preference for either hybrid or fully remote roles, with some even willing to accept lower salaries for the flexibility these jobs offer.

While remote work comes with several perks like increased flexibility and better work-life balance, it also introduces challenges such as feelings of isolation, difficulty in establishing work-life boundaries, and worries about productivity and being visible to company leadership.

Companies are adapting by introducing benefits to accommodate remote and hybrid work models, but there are still concerns about career advancement and nurturing relationships in the workplace. Notably, there are differences across demographics and generations regarding access to and preferences for remote work, with technology playing a crucial role in enabling remote employment and presenting new challenges in terms of security and meeting engagement.

This article, now updated to include the most recent remote work statistics for 2024, reflects the ongoing balance between the varied needs and desires of the workforce against the advantages and obstacles of remote work, shedding light on the future of work dynamics.


How many people work from home in 2024?

What are the key benefits and challenges of remote work?

How have employee preferences and job considerations evolved before and after COVID-19?

Are there any demographic differences in remote work opportunities and preferences?


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Maria Webb
Technology Journalist
Maria Webb
Technology Journalist

Maria is a technology journalist with over five years of experience with a deep interest in AI and machine learning. She excels in data-driven journalism, making complex topics both accessible and engaging for her audience. Her work is prominently featured on Techopedia, Business2Community, and Eurostat, where she provides creative technical writing. She holds a Bachelor of Arts Honours in English and a Master of Science in Strategic Management and Digital Marketing from the University of Malta. Maria's background includes journalism for Newsbook.com.mt, covering a range of topics from local events to international tech trends.