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.

The trend of working remotely has been slowly increasing globally since 2015, with a one to three 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 27 percent in 2022 from just 13 percent two years prior. The industry with the highest share of remote workers globally in 2023 was by far the technology sector, with over 67 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, 21 percent of employers faced employee resistance to returning to the office, prompting a review of their remote work policies.

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

Do People want to Work from Home? To determine people's preferences for working from home, the office, or a combination of both, we surveyed 2,109 people in June 2023.

We asked them: If you had the choice, ideally, where would you like to work from?

We acknowledge that some roles do not accommodate remote working, such as positions in the hospitality industry or teaching roles that require being physically present in a school. Therefore, we provided respondents with the option to indicate that remote work doesn't apply to their roles.

A total of 19.51% of people (394 respondents out of 2,109) indicated that the option of choosing a working location doesn't apply to their roles.

We removed these respondents from our dataset to focus on those for whom the option does apply. Among the remaining 1,625 respondents, we obtained the following results:

Ideally, where would you like to work from if it were your choice?

• Exclusively from home or remotely: 27.45%
• Mostly remote, but a day or two in the office: 18.03%
• Half remote, half office: 17.66%
• Exclusively from an office or workplace: 17.17%
• Mostly in the office, but a day or two remote: 14.95%
• Not sure: 4.74%

Explore a comprehensive dataset on remote work’s impact on mental health, stress, and job satisfaction across various industries.

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.

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.

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).

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.

Employees - remote working (NACE Rev. 1.1 activity)

Introduction

Remote Work Statistics: During the COVID pandemic, working from home became a requirement for many people. While some had already been working remotely, the pandemic made it more common for others to request it. Working from home has both positive and negative aspects. Some challenges include loneliness, spending more time indoors, and losing the chance to collaborate face-to-face. On the other hand, many people appreciate the extra time they gain from not having to commute and the money they save on travel.

To get a clearer picture of the current work-from-home trends, we surveyed 2,019 people in the UK, analyzed Google searches for remote jobs in the UK and the USA, and reviewed studies from around the world. The result is this 2024 summary of Remote Work Statistics.

When asked whether remote work has been a success, 83 of employers agree, while only 73 percent of employees agree. This illustrates that the majority of respondents agree that remote work has been a success. Remote work refers to the practice of employees working from many different locations, relying on modern technologies to connect them to their coworkers.

Explore our detailed synthetic dataset on remote and in-office work productivity, work hours, and well-being indicators.

In this ongoing project, we examine the short-term consequences of COVID-19 on employment and wages in the United States. Guided by a pre-analysis plan, we document the impact of COVID-19 at the national-level using a simple difference and test whether states with relatively more confirmed cases/deaths were more affected. Our findings suggest that COVID-19 increased the unemployment rate, decreased hours of work and labor force participation and had no significant impacts on wages. The negative impacts on labor market outcomes are larger for men, younger workers, Hispanics and less-educated workers. This suggest that COVID-19 increases labor market inequalities. We also investigate whether the economic consequences of this pandemic were larger for certain occupations. We built three indexes using ACS and O*NET data: workers relatively more exposed to disease, workers that work with proximity to coworkers and workers who can easily work remotely. Our estimates suggest that individuals in occupations working in proximity to others are more affected while occupations able to work remotely are less affected. We also find that occupations classified as more exposed to disease are less affected, possibly due to the large number of essential workers in these occupations.

The global remote workplace services market was valued at USD 16.56 billion in 2021 and is expected to grow at a CAGR of 23.4% during the forecast period.

Remote Work Software Market size was valued at USD 2.09 Billion in 2024 and is projected to reach USD 4.83 Billion by 2031, growing at a CAGR of 9.71% during the forecast period 2024-2031.

The use of chat, the internet, files, emails, and other activity on a worker’s computer screen can all be recorded and observed using employee monitoring software. Departmental supervisors can monitor and control the computers used by their teams due to the system’s tiered management structure. When big businesses hire new workers, they have to figure out a way to make sure they get the supervision, instruction, and help they need straight away. That may seem a little unusual for employee monitoring equipment, but it shows that there are many different applications for these products.

These products are designed to guarantee that businesses get the productivity they expect from their employees. Additionally, they aid in the enforcement of data security policies and laws, which are more important than ever now that the workforce that manages and maintains company data is spread as well. Agents for employee monitoring that are installed on business computers offer complete visibility and activity tracing, especially for large companies that schedule hundreds of shift workers in places like call centers, for example. Agents that monitor employees also generate critical productivity data

Remote work introduces some challenges when trying to balance functionality with security. When working remotely, your employees need to access the same internal services, applications, and information that they would have access to in the office. However, your organization also needs to protect its systems and information, as remote work introduces new vulnerabilities. You need to implement additional security precautions to prevent threat actors from taking advantage of those vulnerabilities.

According to a March 2023 survey of office workers carried out in the United States, 34 percent of on-site employees preferred to communicate via in-person conversations. In comparison, remote workers preferred e-mail, with 25 percent of respondents indicating this communication channel as their favorite. Emails were also the preferred communication method among employees in a hybrid setting, followed by direct messaging, and audio calls.

The global remote work security market is expected to reach a powerful growth of USD 269.28 billion by 2032, driven by a projected CAGR of 20.8%