100+ Hybrid and Remote Work Statistics and Trends in 2026

Hybrid and remote working models are more popular than ever. What does the research say about remote work statistics and hybrid work statistics?

Published:

July 19, 2026

Last updated:

July 24, 2026

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\ \ Daan van Rossum\ \ Founder & CEO, FlexOS\ \ I founded FlexOS because I believe in a happier future of work. I write and host "Future Work," I'm a 2024 LinkedIn Top Voice, and was featured in the NYT, HBR, Economist, CNBC, Insider, and FastCo.](/content/author/daan-van-rossum/index.html)

TABLE OF CONTENT

If you're thinking about embracing a remote work, remote-first, or hybrid remote model in your team or company, then you probably will want some statistics to convince your boss. In this article, we round up all the most important statistics about hybrid and remote work in 2026, from all around the world.

Below are 100+ Remote and Hybrid Work Statistics and Trends as of July 2026.

We will update this article constantly so that you have the latest research at your fingertips!

Statistics on hybrid and remote work adoption in 2026

In 2025, 35% of employed people did some or all of their work at home on days they worked, and 70% did some or all of their work at their workplace. ( BLS American Time Use Survey, 2025)
Among U.S. employees with remote-capable jobs, 52% work hybrid, 26% are exclusively remote, and 22% are fully on-site. ( Gallup, 2026)
Two-thirds of U.S. firms (66%) offer location flexibility, while 34% now require full-time office attendance — a 2-point increase from last year, driven mainly by federal and state government agencies. ( Flex Index, Q3 2025)
12% of full-time employees were fully remote, 61% were full-time on site, and 27% were in a hybrid arrangement. ( Stanford/SWAA, 2026)
About 25% of paid days in the US in January 2026 were work-from-home days. Before COVID, just a few years ago, remote work amounted to less than 5% of workdays, around one day per month. It then surged to 60% during the COVID-induced lockdowns, but we didn't witness a complete return to the 5% mark or anything close to it when offices reopened ( Nick Bloom/Stanford, 2026)
67% of US firms offer work location flexibility. ( Flex Index, Q3 2024) ‍
Remote job postings increased 20% quarter over quarter in Q1 2026 . ( FlexJobs, April 2026)
90% of firms founded since 2011 are now offering flexibility. Less than 70% of those founded before 2000 offer work location flexibility, compared to 89% of those established in 2011 or later. ( Flex Index, Q3 2024)
Working from home is most prevalent in finance, tech, and professional and business services sectors. ( Stanford/SWAA, 2026)
Structured Hybrid models, which blend remote and in-office work on a set schedule, are now adopted by 38% of U.S. firms. ( Flex Index, Q3 2024)
Nearly two-thirds (65%) of remote-capable Gen Z employees reported they preferred to work in a hybrid environment. This is a higher share than their millennial (60%), Gen X (58%), and Baby Boomer (56%) counterparts. ( Fortune, 2024)
Workers in their 50s and 60s are fully remote more often than younger workers: 13.3% vs. 10.4. ( Stanford/SWAA, 2026)
How people work has fundamentally changed yet 63% of global workers have returned to physical workplaces that have not been remodeled since the pandemic. A majority (72%) of U.S. workers have choice of where to work within the workplace however, they may not have the choices they need. ( Gensler, 2023) ‍
Top-Down Decrees Lead to Dissatisfaction. People who are dissatisfied with their work model are >2.5 times more likely to consider leaving. Reversely, team-level decisions result in 3X better levels of satisfaction than top-down mandates. ( BCG, 2023)
According to Gallup research, eight in 10 remote-capable employees expect to work hybrid or fully remote in the future. ( Gallup, 2023)
Industry research shows that only 19% of teams are co-located. And at Microsoft, though 61% of the company’s teams sat shoulder-to-shoulder pre-pandemic, that figure dropped to just 25% today. ( Atlassian)
98% of executives agree that where teams work together isn't the problem, it's how, and 99% off execs say that the future of work will only become more distributed. ( Atlassian)
After implementing Team Anywhere, the percentage of our remote (2+ hours from an office) hires went from 14% in FY 2020 to 57% in FY 2023. ( Atlassian)

Benefits of hybrid and remote work statistics

Fully Flexible companies grew revenues 1.7x faster than mandate-driven firms from 2019–2024; even adjusting for industry and company size, their growth rate was 34% higher. ( Flex Index / BCG, 2025)
95% of employers say telework has a high impact on employee retention. ( Global Workplace Analytics, 2024)
Remote work reduces quit rates by 35% ( Stanford) and 43% of employees would consider quitting if requested to be in-office full-time ( FlexOS)
76% of hybrid workers cite improved work-life balance as one of the greatest benefits of hybrid work. ( Gallup, 2026)
Teams with a formal hybrid collaboration plan are 2.2x more likely to say their hybrid policy has an extremely positive impact on collaboration. ( Gallup, 2026)
Teams with a formal hybrid collaboration plan are 66% more likely to be engaged at work. ( Gallup, 2026)
Teams with a formal hybrid collaboration plan are 29% less likely to be burned out. ( Gallup, 2026)
Hybrid models with employee choice and gathering for key events yields almost 100% employee satisfaction and compliance, better than fixed days of the week! This is the type of model companies like Atlassian, Airbnb, Cotopaxi, Dropbox, HubSpot and many others are using. Support people to come together for events that matter to teams: quarterly gatherings, new team formation, and or big project kickoffs. ( BCG, 2023)
When teams determine their hybrid schedule together, 91% say the policy is fair, compared with 73% when leadership determines it. (Gallup, current guide)
85% of workers said remote work was the number one factor that would make them apply to a job, ahead of competitive salary and benefits at 72%. (FlexJobs, updated Dec. 8, 2025)
76% said they would look for a new job if remote work were eliminated because of return-to-office mandates. (FlexJobs, updated Dec. 8, 2025)
69% said they would accept a pay cut for remote work. (FlexJobs, updated Dec. 8, 2025)
65% of working parents said remote or hybrid work would better support their families. (FlexJobs, updated Dec. 8, 2025)
64% of fully remote disabled workers said their work pattern positively affected their physical health. (Lancaster University / Work Foundation, Feb. 21, 2026)
46% of companies that allow telework say it has reduced attrition. ( Global Workplace Analytics, 2024)
Organizations can save an average of $11,000 per year for every employee who works remotely half of the time. ( Global Workplace Analytics, 2024)
Having access to a flexible at-home workforce allows call centers, airlines, and others to add and reduce staff quickly as needed. ( Global Workplace Analytics, 2024)
Hybrid work increases job satisfaction, engagement, and commitment. ( University of Leeds)
Employees value working from home as much as an 8% pay increase. In tech and finance, employees value hybrid remote work at up to 11%. ( Stanford)
Hybrid and remote work increase diversity and inclusion in race, gender, age, politics, and religion. ( Stanford / Future Forum)

Data: Nick Bloom/WFH Research/Future Forum

Improved employee satisfaction and morale (60%) is reported by managers is the key benefit of remote work, alongside a reduction in commute time and stress (54%), improved work-life balance (53%), increased productivity (35%) and an expanded talent pool (30%.) ( FlexOS)
When companies offer remote work, employees feel more agency and autonomy, key drivers for human motivation. ( Bersin)
71% of those who work from home say it helps them balance their work and personal lives. That includes 52% who say it helps them a lot with this. ( PEW)

Data: PEW

Hybrid work helps reduce real estate and operating costs by up to 50%. ( Fortune)
Hybrid and remote roles can save employees up to $12,000. ( FlexJobs)
Working from home supports the environment, as commuting is the most significant cause of greenhouse gas emissions in the US (90% comes from personal vehicles.) ( Remote)
Switching from working onsite to working from home can reduce up to 58% of work’s carbon footprint. ( Cornell University and Microsoft)
Remote work allows companies to tap into a more extensive and diverse talent pool, enabling them to attract top talent regardless of geographical location. ( Owl Labs)
Remote work benefits go way beyond the occasional pyjama day. ( FlexOS, 2023)
93% of working professionals stated that remote work positively impacts their mental health. ( FlexJobs, 2023).
90% of employees say remote work has a positive impact on their physical health. ( FlexJobs, 2023).
People rank remote work as more important in a job than having a good boss, career advancement opportunities, and even salary. ( FlexJobs, 2023)

In today's evolving work landscape, hybrid and remote work are emerging as a game-changer with benefits for employees and organizations. The evidence above is clear across productivity, cost savings, reduced carbon footprint, improved employee well-being, increased diversity, and more.

This transformative shift toward remote work can begin a new era of empowerment, flexibility, and success for individuals and organizations, paving the way for a future where work-life integration becomes a reality.

See our full guide about the benefits of remote work .

Statistics about hybrid and remote work productivity

The media seems to be focused on making work from home look bad – often spreading false or misleading anecdotal evidence that hybrid and remote work decrease productivity.

We thought it was time to get data on this and did our own study on employee productivity in July 2022. What we learned is that hybrid and remote managers are very pleased with their way of working, and don't see any of the difficulties that CEOs and company owners often talk about. The study revealed:

Data: FlexOS

Gensler found an interesting gap in their 2023 global workplace research study of 14,000 office workers across nine countries and 10 industries: employees were coming into the office half of their time, but say they ideally needed the office two-thirds of a typical work week for their productivity. This uncovered that employees would be willing to return more often for a new mix of experiences. ( Gensler, 2023)
Four key categories of space can impact the ideal need to work in the office — spaces for individual work, creative group work, to reflect and restore, and to connect and recharge. Most (90% of) office workers have easy access to at least one of these space categories yet only 47% have access to all four space categories. The greater the access to all four categories correlates with a greater need to work in the office for productivity. ( Gensler, 2023)
66% of managers saw increased productivity, and 48.5% said productivity has ‘significantly improved.’ Only 2% saw a decrease in productivity. Managers said their own productivity has significantly improved (38%) and not decreased (96%) ( FlexOS)
Your very best team members, "thriving stars," are more likely to flourish in hybrid and remote-working models, suggesting the working model has an impact on people’s ability to balance satisfaction, commitment, well-being, and self-reported performance. ( McKinsey)
Employees with location flexibility report 81% higher productivity scores. ( Future Forum) ‍
53% of people in APAC believe that the hybrid work model increases employee productivity, while 35% think flexible work will impact their physical environment and equipment. ( The Economist)
‍ 30% of respondents said that less or no time commuting enabled them to be more productive. ( Gartner)
A survey amongst government workers showed that sixty-six percent would consider leaving the EPA if flexibility was reduced. A shockingly high 97% of employees surveyed said that work-from-home flexibility has helped them be more productive. ( The Hill)
Hybrid workers are most likely to have AI fluency: 89% of hybrid workers said they use or have experimented with AI in their work, versus 80% of in-office workers and 61% of remote workers. (OWL Labs, 2025).

Hybrid and remote policy statistics

Only 11% of employees benefit from teams setting their hybrid policy together — the approach Gallup finds produces the fairest and most collaborative outcomes. ( Gallup, 2026)
Having clear 'rules of engagement' or hybrid work policy are critical in hybrid and remote teams, but research shows that only 28% of companies created clear team agreements. ( Microsoft)
According to Gallup research in Q2 2023, hybrid workers report coming into the office 2.6 days per week. The biggest change is that more hybrid workers are now coming in three days per week, while fewer are occupying the extremes of one or four days on-site per week. ( Gallup, 2023)
Hybrid workers are most commonly in the office on Tuesdays, Wednesdays and Thursdays. The office tends to be a ghost town on Fridays, with only one-third of hybrid workers in attendance. ( Gallup, 2023)
Gallup research reveals that four in 10 hybrid workers get to set their own office schedule. Specifically, 31% of hybrid employees have full autonomy to choose their own office schedule each week, and another 10% are encouraged (but not required) to follow certain guidelines.In contrast, five in 10 hybrid employees have a required hybrid schedule. ( Gallup, 2023)
Gallup finds that hybrid workers are most engaged when their team works together to determine their hybrid schedules. Unfortunately, we also find that this is the least common approach to designing hybrid work schedules, with only 12% of hybrid employees saying their team uses a collaborative decision-making process. ( Gallup, 2023)
Only 1/3 of executives with an in-office mandate think that their in-office policy has had any impact on productivity. ( Atlassian)

Hybrid and remote work collaboration statistics

36% of remote managers say the lack of face-to-face interactions is one of the main challenges in their work. ( FlexOS)
The number one reason why hybrid employees come to the office is “to work with my team.” ( McKinsey)
46% employees find it easier to build relationships with remote colleagues compared to in-office colleagues. ( Owl Labs)

Statistics about hybrid remote work and company culture

Remote and hybrid workers are 57% more likely to say their company culture has improved over the past two years. They cite flexible

work policies as the #1 factor behind that improvement ( Future Forum) ‍

32% of hybrid and remote employees said they feel connected to their company values, compared to 28% of office-bound workers. ( Future Forum)

Statistics on managing hybrid and remote teams

80% of hybrid workers have not received any formal training on how to best work in a hybrid environment, and 73% of hybrid managers and senior leaders are equally unprepared to lead hybrid teams. ( Gallup, 2024)
21,4% managers said the hardest part of managing remote teams is building relationships. ( Kona)
98% say they trust their teams to be productive on non-office days. Only one respondent (out of 200) said they didn't. ( FlexOS)
Contrary to popular belief, 77% of managers find it easy, and 62% find it enjoyable or very enjoyable to manage remote teams. ( FlexOS)

Data: FlexOS

Managers report that employee satisfaction and morale (60%) is a major benefit of remote work, alongside a reduction in commute time and stress (54%), improved work-life balance (53%), increased productivity (35%) and an expanded talent pool (30%.) ( FlexOS)
Managers are critical in hybrid and remote work, because employees are 7.9x more likely to stay at a job when given consistent growth opportunities by their managers, great managers can get 22% higher employee engagement across their teams, and teams with great managers tend to have 78% more psychological safety, which is one of the essential factors behind effective performance. ( Humu)
39% of hybrid and remote employees said they feel connected to their manager, compared to 34% of office-bound workers. ( Future Forum)
85% of employees said the most important factor in an employee’s working life is a supportive manager. 92% remote worker feel the importance of a supportive manager. ( Owl Labs, 2023)
63% of employees said the company trained them on how to hold effective and inclusive hybrid meetings and 62% said the company trained managers on how to manage remote/hybrid teams. ( Owl Labs, 2023)

Return to office statistics

Required office time climbed 12% since early 2024, but actual attendance rose only 1–3% — policy is shifting faster than behavior. ( Flex Index, Q3 2025)
71% of Fortune 100 firms remain flexible (3-day hybrid is the most common policy, at 35%), but 45% now require 4 or 5 days in office and 29% require full-time in-office. ( Flex Index, Q3 2025)
Do people want to go back to the office? Asked to return to the office full-time, 15% of hybrid and remote managers in the US would consider looking for a new job, and 59% would return if needed. Only 26% would happily return to the office. ( FlexOS)

Data: FlexOS

Data from a survey we did last year showed that 52% of Singaporeans would consider quitting their job if they were asked to return to the office. ( FlexOS)

Data: FlexOS

74% of introverts don't want to be at home full-time. 82% of extroverted workers prefer a hybrid work model ( Myers-Briggs)
73% of employees need a solid reason to return to the workplace rather than just company expectations. ( Microsoft)
74% of workers would be motivated to go to the office more often to meet with their work friends. ( Microsoft)
A new 2023 Owl Labs report on hybrid work shows that coming to the office costs employees $51 per day. And that 29% of employees, therefore, expect a salary increase if their boss mandates a return to the office. ( Owl Labs, 2023)
Shifting away from Return to Office (RTO) to the contemporary conversation centred on values-based flexible working and purpose-driven gathering that drives wellbeing and business benefits. This represents a necessary evolution in the organizational narrative and a holistic and hyper-personalized approach that organizations should embrace to serve their people, teams and organization. ( LiquidSpace)
How people work has fundamentally changed yet 63% of global workers have returned to physical workplaces that have not been remodeled since the pandemic. A majority (72%) of U.S. workers have choice of where to work within the workplace however, they may not have the choices they need. ( Gensler, 2023)

Statistics about employees motivations to work hybrid or remote

98% of remote workers expressed their desire to continue working remotely, at least part of the time, for the rest of their careers. ( Buffer)
70% said they wanted greater location flexibility, while 71% favored greater time flexibility, which is much higher than the companies are willing to provide. ( The Economist)
66% of managers saw increased productivity, and 48.5% said productivity has ‘significantly improved.’ Only 2% saw a decrease in productivity. Managers said their own productivity has significantly improved (38%) and not decreased (96%) ( FlexOS)
Employee satisfaction and morale (60%) is a major benefit of remote work, alongside a reduction in commute time and stress (54%), improved work-life balance (53%), increased productivity (35%) and an expanded talent pool (30%.) ( FlexOS)
53% of people in APAC believe that the hybrid work model increases employee productivity, while 35% think flexible work will impact their physical environment and equipment. ( The Economist)
Regarding the social aspect, 86% of ASEAN respondents observed improvement in relationships with family and 55% for friends . 73% of the ASEAN employees reported saving more than 4 hours a week, while 32% saved over 8 hours. Going further, 65% were able to reinvest the extra time saved from unplanned office interactions and no commuting by spending it with friends and family, which improved their holistic well-being. ( Cisco)
25% of workers said they would take a 15% pay cut to have a 4-day work week (8 hours/day) ( Owl Labs, 2023)
58% of hybrid employees “coffee badge” - also known as showing face at the office and then leaving. Men tend to coffee badge more than women; while 63% of Milennials coffee badge, compared to 54% of Gen X, 43% of Gen Z, and 38% of Boomers. ( Owl Labs, 2023)
According to Owl Labs, 83% of employees said technology is important to them when working, while 82% said they prefer to work flexibly in days and hours, and 80% of employees prefer to work flexibly in location. ( Owl Labs, 2023)
Employers actively recruiting should consider a flexible working arrangement since 40% of employees do not accept a job if the company does not allow for flexible working hours, while 38% of employees prefer flexible in working locations. ( Owl Labs, 2023)
The recent research from FlexOS shows that 50% of all employees practicing remote or hybrid remote work believe that more flexible time to work can improve their remote or hybrid policy. Even people who almost always work in-office would like more flexibility in when to work (48%). ( FlexOS, 2023)
‍ ‍ ‍ 30% of hybrid employees want more in-office days. Even amongst almost and fully remote employees, 10% think more in-office days will help improve working policy. But just as many people want more remote days, highlighting that the number of office days remains a contention. ( FlexOS, 2023)
Employees rate their managers a meager 7 out of 10 on their success in effectively managing their hybrid or remote team. Managers should improve on communication, task management, and team bonding, amongst other best practices. ( FlexOS, 2023)
33% of employees want their companies to provide better remote technology and infrastructure support and offer a budget to set up ergonomic home workspaces. ( FlexOS, 2023)
43% of employees would consider quitting if requested to be in-office full-time, almost three times as much as the hybrid and remote managers we surveyed in June. 23% wouldn't be happy but still return to the office. Only 34% of respondents would be happy to return to the office. ( FlexOS, 2023)

Wellbeing statistics for hybrid and remote employees

Employees who are burned out report 3.9x more stress and anxiety at work compared to employees who are not. ( Future Forum)
63% of remote workers said they had experienced burnout or mental health issues. Burnout was highest among CXOs (78%) and VPs (81%)( Kona).
60% of employees noted improved physical well-being, with 79% exercising more, 78% feeling physically fit, and 77% feeling healthier. In terms of mental well-being, the study saw improved emotional well-being (59%), mental well-being (69%), and reduced stress levels (59%).( Cisco)
Burnout of remote workers worsened because of the pandemic (38%) than are those working in an office (28%). Companies that switched to remote work during the pandemic probably didn’t have the structures or processes in place to manage this change successfully ( Indeed)
Pay equity among workers regardless of location was at the top of the list of most important factors at a company, with 84% of workers saying it’s important. ( Owl Labs, 2023)
People who are burned out report 19% lower productivity and 29% lower ability to focus than employees who report not being burned out at work. ( Future Forum)
Female workers show 24% more burnout than their male counterparts, and 18-to-29-year-olds show 20% more burnout than workers age 30+. ( Future Forum)

Data: Future Forum

Statistics about hybrid and remote work cost savings

Organizations can save an average of $11,000 per year for every employee who works remotely half of the time. ( Global Workplace Analytics)
Companies in Australia can save $7,579 per employee per year on office spaceand lower wages by hiring remote talents in lower-cost labor markets. ( B2BHQ)
Working in an office is $36 more expensive per day than working remote. ( Owl Labs, 2023)
29% of employees would expect a pay increase to make up for the additional costs if no longer able to work remotely. ( Owl Labs, 2023)

Hybrid and remote work Statistics by generation

40% of the Asia Pacific employees prefer remote work, which is higher than Latin America (39%), Europe (35%), and North America (34%). Millennials showed the highest preference (47%), followed by baby boomers (18%).( Unisys)
Younger generations (Gen Z and Millennials) have the largest gap in what they say and do. They come into the office 43-44% respectively but say they ideally need the office 64-65% of a typical week. More than their older counterparts, they value the office to focus on their work, socialize with colleagues, be part of a community, and for professional development/coaching. ( Gensler, 2023)
Workers living with children under the age of 12 report a preference for full and extended days in the office beyond 9 a.m.– 5 p.m., while office workers living with children above the age of 12 have a stronger preference for partial days. ( Gensler, 2023)
Adults who live alone mostly schedule full days in the office but would prefer partial days or to come in only for specific meetings. ( Gensler, 2023)

APAC hybrid and remote statistics in 2023

As FlexOS is headquartered in Asia, we thought it would be good to look into statistics as it applies to our region specifically.

Given the many benefits of hybrid remote working models, and the young population in the region, it's no wonder that APAC organizations are wholeheartedly embracing hybrid work.

In fact, most companies in the region are actively encouraging this new model, recognizing its potential to revolutionize the way we work. And guess what? The support from employees is sky-high. They understand the value of hybrid work and the transformation it brings to their professional lives.

85% of companies actively promote and embrace a hybrid model. ( Telstra)
52% of Singaporeans would consider quitting their job if they were asked to return to the office. ( FlexOS)
Countries like Australia, Malaysia, and Singapore lead the charge in remote working days. Singapore, in particular, stands out globally, with an average of 2.8 days of work from home per week. ( Nick Bloom/WFHResearch)

Work from home days in Asia

Nearly 43% of people in APAC worked in a hybrid arrangement for the first time during the pandemic, which is a stark contrast to pre-pandemic days when 78% of people had zero remote workdays. ( The Economist)
Nearly 53% of people in APAC believe that increased employee productivity will be a significant benefit of a hybrid work model. In comparison, only 35% of people believe that flexible work will impact their physical environment and equipment. ( The Economist)
‍ 65% of employees across ASEAN believed that their quality of work has improved while working hybrid, with 66% noting development in job-related skills and knowledge, while 64% indicating a productivity improvement. ( Cisco)
Regarding the social aspect, 86% of ASEAN respondents observed improvement in relationships with family and 55% for friends . 73% of the ASEAN employees reported saving more than 4 hours a week, while 32% saved over 8 hours. Going further, 65% were able to reinvest the extra time saved from unplanned office interactions and no commuting by spending it with friends and family, which improved their holistic well-being. ( Cisco)
Looking at the health aspect, more than half (60%) of employees noted improved physical well-being, with 79% exercising more, 78% feeling physically fit, and 77% feeling healthier. In terms of mental well-being, the study saw improved emotional well-being (59%), mental well-being (69%), and reduced stress levels (59%).( Cisco)
7 in 10 employees across Asia have supported a shift to a hybrid work model. ( Mercer)
IDC says that more than 83% of employees report that the hybrid work model has made them more productive. ( IDC)
49% of the employees have been somehow negatively affected by remote work settings. 51% of the employees faced a lack of interaction with their colleagues, 27% reported facing noise negatively impact their quality of work, while 28% say that they could not collaborate or communicate effectively. ( Microsoft)
92% of Singaporean employees want to take an active role and create small events like lunches or doing something fun after work to ensure the team stays connected while doing hybrid work. ( FlexOS) ‍
82% of business decision-makers say that getting employees back to the office in person is their primary concern, while 28% of surveyed said that their organization is prepared for hybrid work. ( The Economist)
Younger generations, notably Gen X, is more interested in office work to connect with senior leadership (78% of Millennials & Gen Z Vs. 72% of Gen X and older). ( Unisys) ‍
64.2% of Millennials want office space for collaboration, while 61.5% want to use it for internal meetings and activities. On the other hand, over 40% of baby boomers and Gen X wants to have office space for client meetings. ( Unisys)
Gen Z (18-24) in Singapore wants to be in the office for on-the-job learning so they can get direct feedback. ( FlexOS)
Accenture study, 63% of high-revenue growth companies have enabled productivity anywhere workforce models. Every 7 in 10 organizations are now recruiting talent from allocations and allowing hybrid work arrangements as it opens doors for new talent from all around the world. ( Accenture) ‍
5.2% of the workforce across Singapore, Australia, New Zealand, and Australia worked remotely before the COVID-19 pandemic. The pandemic forced a rapid shift to hybrid work, with over 36% of the workforce going hybrid by November 2023. ( Accenture)
‍ 45% of organizations in the Asia Pacific are increasing investments in emerging technologies, 43% in cybersecurity, and 41% in increasing the pace of digital innovation projects. Almost 57% of APAC leaders are planning to invest in technologies that can better measure productivity across a hybrid work environment and optimize their operations. ( Accenture)

A quick note on the terminology.

Hybrid and remote work (work from home) exist along a spectrum, with various approaches tailored to different organizations and individuals.

On one end of the spectrum, we have fully remote, and a remote-first model, where employees primarily work online. But, physical office spaces are still available for occasional in-person needs. On the other end of the spectrum, we find a more office-centric approach with limited work-from-home allowances.

Hybrid Remote Work is a Spectrum

Within hybrid remote work models itself, we find three primary hybrid work schedules:

Hybrid Choice: Employees can select the days to work in the office within a minimum requirement. So, you need three days in the office, and deciding which ones are up to you. Google has this model, as does Facebook.
Partial Choice: Alongside designated office days, employees can decide which additional days they want to work from the office, still with a minimum number of days.
Fixed Days, or Organized Hybrid. This is where employers specify the days employees must be in the office.

Certain companies embrace complete freedom of choice, allowing employees to select their preferred working style as captured in their hybrid work policy.

Hubspot, an early adopter of hybrid work, offers its employees complete choice. Twice a year, each individual can choose their preferred profile, be it fully remote, hybrid, or predominantly office-based. Each option comes with its set of distinct benefits. For instance, those opting for complete remote work receive a more substantial budget for setting up their home office, while those favoring full office work enjoy a dedicated desk.

"In the last year, productivity has stayed the same, while the share of employees working from home has increased. Even better, the score on its annual question about how likely employees are to recommend HubSpot as a great place to work is 14% higher for employees working fully at home compared to the rest." – Eimear Marrinan, HubSpot VP of Culture and ESG

Which model to choose?

Globally, we observe a growing trend towards organized hybrid models, wherein employers determine when employees should come into the office, per recent Scoop data. This model has experienced a 30% surge in popularity during the last quarter, mainly at the expense of fully office-based approaches.

What's suitable for your team or company depends on many factors. ‍

Virtual Internships' inspiring Global Head of People Operations Lucie Zajíčková said it well: "It's not about remote or hybrid but about flexibility, and having choice & control over how people work." ‍ Job van der Voort, Remote's visionary CEO echoed this in a recent post: "It's not about working from home or not going to an office. It's about changing the relationship with work."

"It's not about remote or hybrid but about flexibility, and having choice & control over how people work." – Lucie Zajíčková, Virtual Internships ‍

There are great reasons for companies to adopt hybrid and remote models.

Hybrid and remote work boosts job satisfaction, engagement, and commitment, offering benefits such as increased flexibility, reduced commuting, and cost savings while fostering diversity and inclusion; it's highly valued by employees and employers alike for its positive impact on work-life balance, financial savings, and environmental sustainability. Let's review the key statistics that can help you make a case to provide more flexibility to your team.

Statistics prove that Hybrid and remote work are here "for good"

The trends we shared above indicate that hybrid and remote work has become more popular than ever, and their momentum continues to grow.

Companies and employees are recognizing the multitude of benefits these models bring to the table. As we embrace hybrid remote work, we open doors to increased job satisfaction, enhanced productivity, greater work-life balance, reduced operating costs, and a positive environmental impact.

Shifting to work-from-home policies enables organizations to tap into a wider talent pool, fostering diversity and inclusion.

As we navigate the evolving work landscape, the transformative power of hybrid and remote work is undeniable, ushering in a new era where flexibility, choice, and collaboration thrive, ultimately leading to the success and well-being of individuals and businesses.