Post-pandemic, remote work has evolved from a privilege to a popular choice for employees, although participation has declined to 26% in 2023. While a significant number of workers desire to work remotely, especially in roles where it’s feasible, challenges like limited colleague interaction persist. Remote work has improved health outcomes and work-life balance, yet disparities in domestic responsibilities remain, particularly affecting women. Overall, remote arrangements continue to reshape the modern workplace dynamics.
Rise of Remote Work Post-Pandemic
Since the conclusion of the Covid pandemic, remote work has transitioned from an executive privilege to a sought-after option for many employees. This shift has allowed individuals to enhance their working conditions and overall well-being, as highlighted in two recent studies. Prior to the health crisis, fewer than 10% of employees engaged in remote work, typically only one day a week. However, tens of thousands of employees participated in surveys regarding their work experiences, providing valuable data for analysis by Dares, the research arm of the Ministry of Labor.
During the height of the pandemic in 2021, remote work involvement surged to nearly a third of the workforce, with many working three or more days a week. Fast forward to 2023, and that number has decreased to 26%, with the majority of those remote workers operating only one or two days a week or on an occasional basis.
Employee Preferences for Remote Work
Between 2021 and 2023, the proportion of executives working remotely increased from 45% to 61%, while the representation of intermediate professions declined from 36% to 26%. Among employees, only 12% are able to work remotely, and the figure is a mere 1% for workers. Remarkably, around 2.2 million employees in roles that qualify for remote work are not currently working remotely but express a desire to do so. This interest is particularly prevalent among professions where remote work is already established, such as secretaries, accountants, and staff in banks and insurance firms.
In total, 34% of employees wish to work remotely, primarily preferring to do so two to four days a week, with only 8% wanting a full-time remote arrangement. Louis-Alexandre Erb, one of the study’s authors, pointed out that “there is a gap between wishes and practice,” noting a shift from a desire to reduce remote work to wanting to increase it. A second study by Dares reveals that remote workers enjoy greater autonomy and experience less work intensity compared to their on-site counterparts.
The predominant workspace for remote employees is at home, accounting for 98% of cases, with only 2% utilizing co-working spaces. Additionally, 45% of remote workers have dedicated spaces in their homes for work. Compared to traditional office settings, remote work minimizes task interruptions and reduces pressure, although it does come with challenges such as limited colleague interaction and inadequate resources.
Health outcomes for remote workers have dramatically improved over the years. Initially, remote workers reported higher instances of poor health, disabilities, and depression risks. Yet, by 2023, remote employees generally exhibit better health compared to their non-remote counterparts, even if they believe their roles could allow for remote work. However, it is noteworthy that women working remotely are more likely to experience presenteeism, choosing to work through illness, while no significant differences are observed among men.
Feedback from employees indicates that remote work fosters better coordination of professional and personal lives, particularly among couples. Men, in particular, are reported to spend more time saved from commuting on leisure and childcare activities, whereas women often allocate this time to household responsibilities. Thus, despite the rise in remote work, domestic responsibilities remain unevenly distributed, with some exceptions among couples with young children. This suggests that while remote work may offer a temporary alleviation of inequalities, it does not fundamentally change the distribution of domestic labor.