Reasons Remote Work Is Increasing in Demand

I've spoken to 4,000+ companies about remote work since March 2020 Here are the most common things I've heard 👇 1. 🏢 HQ Obliteration: Return to office has stopped, companies have cut back the real estate they could, and will cut a lot more as leases expire. The majority of workers will work remotely at least part-time and the amount will grow 2. ⭐️ Access talent: The first reason they are going remote-first is simple – it lets them hire more talented people. Rather than hiring the best person in a 30-mile radius of the office, they can hire the best person in the world for every role 3. 💰 Cut costs: The second reason is because it makes them more cost-efficient. Rather than spending $10K-$20K per worker a year on office space they can provide a worldclass remote setup for less than $1,000 a year 4. 🌐 Universal problems: doesn’t matter the size of the organization, every company is dealing with the same thing. How do we operate as a global business? Equipping teams and managing assets is a huge pain point 5. 🏭 ESG Considerations: many companies care massively about the environmental impact eradicating the office – and the commute – has. 108 million tons of Co2 less every year. Boards are looking here as well 6. ❤️ Quality of life: companies also know they don’t need workers to waste 2 hours a day commuting to sit in an office chair for 8 hour. Companies have seen reducing commute frequency leads to happier more productive workers 7. 🚀 Outcomes vs. Time: the measure of performance in the office is how much time you spend sat in your seat. The measure of performance while working remotely has to be output. Companies are moving slowly here 8. 🎡 Hybrid Conflict: what companies and workers think hybrid means are two different things. Workers think it is being able to work remotely whenever they want. Companies think it is telling workers when they must attend. Big problem 9. 🛑 Bad Software: companies continue to use software and tooling designed for in-office teams causing issues for distributed workers. New tools developed by remote-native startups are emerging but not being adopted fast enough 10. 🔐 Tech & Security: in the old world the edge from a security perspective was the office, now it's every device. This creates big security risk and vulnerabilities as devices are lost. Companies lack good solutions

For many people, working remotely isn’t just a convenience—it’s a lifeline. Stories like Ashley’s, where returning to the office means an extra $13,000 in yearly expenses, are a reminder of how ridiculous return-to-office mandates can be. It’s not about being lazy. It’s not about wanting to avoid pants or skip a commute. It’s about the real, unavoidable financial strain that these mandates impose. Think about it: Childcare costs: Remote work often allows parents to better balance work and family life without shelling out thousands for extended daycare. Pet care: For pet owners, returning to the office can mean paying for walkers, sitters, or daycare—costs that didn’t exist while working from home. Commuting: Gas, parking, tolls, and the ever-present threat of inflated prices add up fast. Ashley’s situation isn’t unique. According to LendingTree, the average worker spends over $5,700 annually just getting to and from work. Add childcare into the mix, and families are dedicating upwards of 24% of their income to accommodate a schedule that they didn’t choose and doesn’t improve their productivity. For single parents, that number can climb to nearly 50% of their income. And let’s not ignore the bigger picture: Remote work has proven benefits for productivity. Research shows that people working from home often achieve more in less time while saving up to $6,000 annually. Remote workers contribute just as much (if not more) to their companies, and they do it while balancing responsibilities more effectively. So when companies enforce return-to-office mandates without raises to offset these costs, what they’re really doing is handing out pay cuts disguised as collaboration opportunities. Ashley said it best: “It’s not because we’re lazy. It’s because, in many cases, it’s a massive pay cut.” For employees, especially those with kids, tight budgets, or unique needs, remote work isn’t a luxury—it’s a necessity. It’s time to stop painting remote workers as unmotivated and start listening to their very real concerns. Returning to the office isn’t just a schedule change; for many, it’s a financial and emotional blow they simply can’t afford. Companies need to do better—for their employees, their productivity, and their bottom lines.

Headlines about companies mandating a full return to the office dominate the conversation, but they often misrepresent broader trends. Reliable data from the U.S. Bureau of Labor Statistics shows that hybrid and remote work arrangements are growing, not shrinking. In August 2024, 22.8% of workers reported teleworking part- or full-time, up from 19.5% the previous year. This flexibility isn’t just about convenience—it’s a key driver of retention and productivity. Companies enforcing strict in-office policies face higher turnover, while flexible organizations retain talent and report better employee well-being. Trends like “hushed hybrid” arrangements and “coffee badging” reflect employees’ preference for autonomy, even under mandates. The message is clear: flexibility isn’t a trend; it’s the future of work. Organizations that adapt will not only retain top talent but also foster more innovative and engaged workplaces.