The trend of working remotely has been slowly increasing globally since 2015, with a *** to ***** percent annual increase rate. However, the COVID-19 pandemic in 2020 upended the world economy and global markets. Employment trends were no exception to this, with the share of employees working remotely increasing to some ** percent in 2022 from just ** percent two years prior. The industry with the highest share of remote workers globally in 2023 was by far the technology sector, with over ** percent of tech employees worldwide working fully or mostly remotely. How are employers dealing with remote work? Many employers around the world have already adopted some remote work policies. According to IT industry leaders, reasons for remote work adoption ranged from a desire to broaden a company’s talent pool, increase productivity, and reduce costs from office equipment or real estate investments. Nonetheless, employers worldwide grappled with various concerns related to hybrid work. Among tech leaders, leading concerns included enabling effective collaboration and preserving organizational culture in hybrid work environments. Consequently, it’s unsurprising that maintaining organizational culture, fostering collaboration, and real estate investments emerged as key drivers for return-to-office mandates globally. However, these efforts were not without challenges. Notably, ** percent of employers faced employee resistance to returning to the office, prompting a review of their remote work policies.

As remote work continues to shape modern workplaces, understanding its effects on mental health, stress levels, and job satisfaction is crucial. This synthetic dataset is designed to simulate real-world trends and provide a structured foundation for analysis on how work location—remote, hybrid, and onsite—impacts employees across various industries.

With 5,000 AI-generated records, this dataset serves as a valuable resource for HR professionals, researchers, and data analysts looking to explore the relationship between work flexibility and employee well-being in a controlled, risk-free environment.

🔍 Key Features: ✔️ Work Location Insights – Remote, Hybrid, and Onsite comparisons ✔️ Stress & Mental Health Factors – Simulated self-reported stress levels & conditions ✔️ Social Isolation Ratings – Employees’ perception of workplace connectivity ✔️ Job Satisfaction Trends – Modeled patterns of employee satisfaction

📊 Dataset Overview: This dataset has been synthetically generated to mirror workplace trends and does not contain real-world data. It is intended for educational purposes, exploratory analysis, and data science practice.

🏢 Columns Description: Employee_ID – Unique identifier for each synthetic employee Age – Modeled age of the employee Gender – Simulated gender representation Job_Role – Assigned job role Industry – Simulated industry category Work_Location – Work setting: Remote, Hybrid, or Onsite Stress_Level – Modeled self-reported stress level (Low, Medium, High) Mental_Health_Condition – Synthetic responses for mental health conditions (e.g., Anxiety, Depression) Social_Isolation_Rating – Simulated rating (1-5) on workplace isolation perception Satisfaction_with_Remote_Work – Modeled employee satisfaction with remote work (Satisfied, Neutral, Unsatisfied) This dataset is ideal for testing analytical techniques, model development, and visualization exercises related to workplace well-being. Since it is synthetic, it should not be used for real-world decision-making or policy recommendations. 🚀📉

🔹 Perfect for learning, experimentation, and trend exploration!

A survey of 1,500 NSW workers during August and September 2020 (2020 Remote Working Survey) and March and April 2021 (2021 Remote Working Survey), commissioned to understand workers' experiences of and attitudes to remote and hybrid working. To be eligible, respondents had to be employed NSW residents with experience of remote working in their current job. After accounting for unemployed people and those whose jobs cannot be done remotely—for example, dentists, cashiers and cleaners—the sample represents around 59 per cent of NSW workers. Workers answered questions on: • their attitudes to remote working • the amount of time they spent working remotely • their employers’ policies, practices, and attitudes • how they spent their time when working remotely • how barriers to remote working have changed • the barriers they faced to hybrid working • their expectations for future remote working

As remote work becomes the new norm, it's essential to understand its impact on employees' mental well-being. This dataset dives into how working remotely affects stress levels, work-life balance, and mental health conditions across various industries and regions. With 5,000 records collected from employees worldwide, this dataset provides valuable insights into key areas like work location (remote, hybrid, onsite), stress levels, access to mental health resources, and job satisfaction. It’s designed to help researchers, HR professionals, and businesses assess the growing influence of remote work on productivity and well-being. 🌿📈 Column: Employee_ID: Unique identifier for each employee. Age: Age of the employee. Gender: Gender of the employee. Job_Role: Current role of the employee. Industry: Industry they work in. Work_Location: Whether they work remotely, hybrid, or onsite. Stress_Level: Their self-reported level of stress. Mental_Health_Condition: Any mental health condition reported (Anxiety, Depression, etc.). Social_Isolation_Rating: A self-reported rating (1-5) on how isolated they feel. Satisfaction_with_Remote_Work: How satisfied they are with remote work arrangements (Satisfied, Neutral, Unsatisfied).

Before the coronavirus (COVID-19) pandemic, 17 percent of U.S. employees worked from home 5 days or more per week, a share that increased to 44 percent during the pandemic. The outbreak of the COVID-19 pandemic accelerated the remote working trend, as quarantines and lockdowns made commuting and working in an office close to impossible for millions around the world. Remote work, also called telework or working from home (WFH), provided a solution, with employees performing their roles away from the office supported by specialized technology, eliminating the commute to an office to remain connected with colleagues and clients. What enables working from home?

To enable remote work, employees rely on a remote work arrangements that enable hybrid work and make it safe during the COVID-19 pandemic. Technology supporting remote work including laptops saw a surge in demand, video conferencing companies such as Zoom jumped in value, and employers had to consider new communication techniques and resources. Is remote work the future of work?

The response to COVID-19 has demonstrated that hybrid work models are not necessarily an impediment to productivity. For this reason, there is a general consensus that different remote work models will persist post-COVID-19. Many employers see benefits to flexible working arrangements, including positive results on employee wellness surveys, and potentially reducing office space. Many employees also plan on working from home more often, with 25 percent of respondents to a recent survey expecting remote work as a benefit of employment. As a result, it is of utmost importance to acknowledge any issues that may arise in this context to empower a hybrid workforce and ensure a smooth transition to more flexible work models.

Remote Work Statistics: The future is here we say, as technology made sure to let employees spread around the globe to work remotely. Just before the pandemic people commuting to offices daily shifted to completely mobile work opportunities. Market reports of distance work state that the future of remote work will be adopted by many companies soon as employees focus on such job opportunities only. These Remote Work Statistics are written from various aspects that need to be taken into consideration while setting policies for mobile work. Editor’s Choice Mobile workers with communicative employers are 5X more productive and 3X less feel burned out. 25% of remote employees are planning to change their locations for a better lifestyle. Around 55% of Americans believe their work can be performed remotely in their industry. Remote work statistics say that, in May 2021, remote work job postings on LinkedIn increased by 350%. Remote work Statistics state that in the year 2022, the remote workplace market was valued at $20.1 billion, and it is projected to reach 58.5 billion by the year 2027 at a CAGR of 23.8%. 59% of distance employees said, their office is functional in 2 to 5 various times zones. For every mobile work employee companies save around $22K every month, on the other hand, employees save on average $4000 every year due to a reduction in commute. In the upcoming years, employers are planning to spend more on remote work tools as well as virtual manager training. 16% of people say that they are worried about their company not allowing mobile work once the pandemic ends. On average, women are more like to work remotely than men as stated by Remote Work Statistics.

In 2022, around ** percent of respondents stated that their biggest struggle when working remotely was staying at home too often because there they don't have reason to leave. Moreover many people who work from home do not necessarily have a designated workspace, they experience a conflation between their living area and workplace. Most notably, around ** percent of respondents reported loneliness as their biggest struggle with working remotely. As a result, remotely working employees emphasize the importance of finding strategies to balance their private lives with their professional routines. On the other hand, employees also state having less difficulties with collaboration and communication in 2021. This is likely due to the quick cultivation of skills during the 2020 pandemic that allow them to effectively communicate and collaborate with others when working from different locations. Challenges inherent in new work set-ups As employees work from different locations, companies are confronted with the urgency to ease some of the challenges inherent in novel hybrid work solutions. Strategies developed to support remote work include training for employees or expanding information technology infrastructure to ensure that employees can collaborate efficiently from different locations. The future of work Certainly, it is important to take the challenges experienced by employees seriously as the current telework trend is likely to continue and become a common way of working in the future. Addressing challenges head-on in the present will ensure better working conditions in the future.

Publicly available data and code for "Working Remotely? Selection, Treatment and the Market for Remote Work"How does remote work affect productivity and how productive are workers who choose remote jobs? We decompose these effects in a Fortune 500 firm. Before Covid-19, remote workers answered 12% fewer calls per hour than on-site workers. After the offices closed, the productivity gap narrowed by 4%, and formerly on-site workers’ call quality and promotion rates also declined. Even with everyone remote, an 8% productivity gap persisted, indicating negative selection into remote jobs. A cost-benefit analysis indicates that the savings from remote work in reducing turnover and office rents could outweigh remote work's negative productivity impact but not the costs of attracting less productive workers.

Hybrid models of working are on the rise in the United States according to survey data covering worker habits between 2019 and 2024. In the second quarter of 2024, ** percent of U.S. workers reported working in a hybrid manner. The emergence of the COVID-19 pandemic saw a record number of people working remotely to help curb the spread of the virus. Since then, many workers have found a new shape to their home and working lives, finding that a hybrid model of working is more flexible than always being required to work on-site.

In 2022, around 24 percent of respondents who were working remotely worldwide stated that they were working less compared to the previous year, while around 44 percent of respondents reported that they were working more.

A 2022 survey found that 25 to 35 year old's were the mostly likely to be offered full-time remote work. In comparison, only ** percent of 55 to 65 year old's reported that they had the opportunity to work remotely full-time. During the COVID-19 pandemic, many workers across the U.S. began working remotely for the first time. The popularity of remote work has continued as pandemic restrictions have relaxed.

In 2024, the telework rate of financial industry workers was almost 65 percent. Comparatively, the accommodation and food services industry had the lowest rate, with 1.7 percent of employees able to work fully remotely.

It all started with a laptop on a kitchen table. One device, one user, and a Wi-Fi network not built for enterprise-grade security. Multiply that by millions, and you begin to grasp the scale of the remote work cybersecurity challenge. As the boundaries between home and work blur, so do...

The pandemic forced millions of people to change the way they work. Wherever possible, companies embraced remote work to keep their employees safe and their businesses open during shelter-in-place orders. Working remotely during a crisis is totally different, even for companies that were already distributed. Fear, stress, and distractions created a less-than-ideal work environment for the hundreds of thousands of people working from home for the first time.

This dataset contains synthetic data on productivity, working hours, and well-being indicators for remote and in-office workers. It aims to help analyze the impact of work environment on various productivity and well-being metrics.

Curated dataset of more than 30 key statistics on remote and hybrid work between 2020 and 2025, including telework prevalence, employee preferences, demographic breakdowns, industry differences, productivity and engagement outcomes, and economic and environmental impacts of remote work in the U.S. and globally.

Dataset

This dataset was created by Harshith Gedupuri

Contents

In 2022, around ** percent of employees working remotely worldwide reported that their work-life boundaries were somewhat healthy. In contrast, **** percent of employees reported having somewhat unhealthy work-life boundaries that year. Generally, the vast majority of remote workers globally stated that they had very or somewhat healthy work-life boundaries.

In 2023, the technology industry had the highest share of remote employees worldwide, with **** percent of tech industry employees globally working fully or mostly remotely. The agencies and consulting industry along with the finance and insurance industry came in second and third place, with **** and **** percent of employees working primarily remotely, respectively.