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.

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.

In June 2025, approximately 12 percent of workers in Great Britain worked from home exclusively, with a further 26 percent working from home and travelling to work, while 43 percent only travelled to work. During this time period, the share of people only travelling to work was highest in March 2022, at 60 percent of respondents, with the peak for only working from home occurring in June 2020. In general, hybrid working has become steadily more popular than fully remote working, with the highest share of people hybrid working in November 2023, when 31 percent of people advising they were hybrid working. What type of workers are most likely to work from home? In 2020, over half of people working in the agriculture sector mainly worked from home, which was the highest share among UK industry sectors at that time. While this industry was one of the most accessible for mainly working at home, just six percent of workers in the accommodation and food services sector mainly did this, the lowest of any sector. In the same year, men were slightly more likely to mainly work from home than women, while the most common age group for mainly working from home was those aged 75 and over, at 45.4 percent. Over a long-term period, the share of people primarily home working has grown from 11.1 percent in 1998, to approximately 17.4 percent in 2020. Growth of Flexible working in the UK According to a survey conducted in 2023, working from home either on a regular, or ad hoc basis was the most common type of flexible working arrangement offered by organizations in the UK, at 62 percent of respondents. Other popular flexible working arrangements include the ability to work flexible hours, work part-time, or take career breaks. Since 2013, for example, the number of employees in the UK that can work flextime has increased from 3.2 million, to around 4.2 million by 2024. When asked why flexible work was important to them, most UK workers said that it supported a better work-life balance, with 41 percent expressing that it made their commute to work more manageable.

In the observed period, the number of people who usually work from home in Poland has increased. Due to the COVID-19 pandemic, the proportion of people working from home reached a record high of nearly **** percent in 2020.   Pros and cons of working remotely     The introduction of the home office brought in several benefits but also pitfalls. More flexible work times were considered the key advantage of remote work. On the other hand, applying more self-discipline proved to be the most significant disadvantage of working from home. Regarding any other additional costs related to remote working, almost every second employee faced higher electricity costs.   Freelancing in Poland      Most Polish freelancers work in copywriting and social media, whereas virtual assistance ranks among the least popular freelancing job sectors. Nevertheless, the share of Poles who earned over ***** zloty net per month from freelancing activities increased steadily over the years. In 2021, nearly ** percent of Polish freelancers had a monthly net income exceeding that amount. Moreover, when it comes to approaches to freelancing activity in Poland, every second freelancer considered their freelance work an additional income source.

The shuttering of society led companies, institutions, and education to move to remote work during the COVID-19 pandemic. With this has come favourable circumstances for women with childcare and eldercare responsibilities to be employed because of continued work at home opportunities. Since 2020 there has been an increase of women in the workforce with children under the age of five inclusive of married women, single women, women with a high school education and less, as well as newcomers and immigrants. While todays work at home jobs are mainly digital jobs in the professions of accounting, legal, finance, marketing, human resources, health, customer service, and cybersecurity, there is also opportunity in the field of apparel manufacturing. By enabling apparel workers to work remotely an often ignored and potential workforce presents itself in an industry that is increasingly challenged with finding sewing skill and expertise. This is mutually beneficial as the women have access to an economy that might otherwise not be available to them because of their caregiving responsibilities.

Flexible Employment Market Outlook

The global market size for flexible employment was valued at approximately USD 3.8 trillion in 2023 and is projected to reach around USD 6.4 trillion by 2032, growing at a compound annual growth rate (CAGR) of 6.1% during the forecast period. This market growth is driven by the increasing demand for work-life balance, technological advancements, and the evolving nature of work.

One of the key drivers for the growth of the flexible employment market is the increasing desire for work-life balance among employees. The modern workforce prioritizes flexibility in their work schedule, which allows them to balance their professional and personal lives more effectively. This shift in preference is particularly evident among millennials and Gen Z, who place a high value on flexibility and autonomy in their careers. Companies are responding to this trend by offering more flexible employment options to attract and retain top talent.

Technological advancements have also played a significant role in the expansion of the flexible employment market. The proliferation of high-speed internet, cloud computing, and collaboration tools has enabled remote work and virtual teams. These technologies facilitate seamless communication and collaboration, making it easier for employees to work from anywhere in the world. As a result, businesses are increasingly adopting remote work policies, further driving the growth of the flexible employment market.

The evolving nature of work is another factor contributing to the growth of the flexible employment market. The gig economy, characterized by short-term contracts and freelance work, has gained significant traction in recent years. This shift towards project-based work is driven by both employers and employees seeking more flexible and dynamic work arrangements. Companies benefit from the ability to scale their workforce up or down based on project needs, while workers enjoy the freedom to choose their assignments and work schedules.

Regionally, North America dominates the flexible employment market, accounting for the largest share in 2023. The region's strong technological infrastructure, high internet penetration, and progressive work culture have facilitated the adoption of flexible employment practices. Europe and Asia Pacific are also significant markets, with increasing demand for flexible work arrangements in countries like the United Kingdom, Germany, China, and India. The Middle East & Africa and Latin America are expected to witness substantial growth in the coming years as businesses in these regions recognize the benefits of flexible employment.

Employment Type Analysis

The flexible employment market can be segmented by employment type into part-time, freelance, temporary, remote, and others. The part-time segment has seen significant growth as it allows employees to work fewer hours while still contributing to the workforce. Many companies offer part-time roles to manage costs and increase workforce flexibility. This segment is particularly popular among students, parents, and individuals seeking a better work-life balance.

The freelance segment is another rapidly growing area within the flexible employment market. Freelancers, or independent contractors, offer specialized skills on a project-by-project basis. This segment is driven by the rise of the gig economy, where workers prefer short-term, flexible work arrangements over traditional full-time employment. Freelancers are prevalent in industries such as IT, design, writing, and marketing, where specialized skills are in high demand.

Temporary employment, which includes short-term contracts and seasonal work, is also a significant segment of the flexible employment market. Businesses often rely on temporary workers to meet peak demand periods or to fill gaps during employee absences. Temporary employment provides companies with the flexibility to adjust their workforce based on changing business needs without the long-term commitment of permanent hires.

Remote work has become a prominent segment within the flexible employment market, particularly in the wake of the COVID-19 pandemic. The ability to work from home or any location outside the traditional office environment has become a key factor in employee satisfaction and productivity. Companies across various industries have adopted remote work policies to attract and retain talent, reduce overhead costs, and increase operational efficiency.

Other forms of

Remote Work Software Market Outlook 2032

The global remote work software market size was USD 8.9 Billion in 2023 and is likely to reach USD 13.5 Billion by 2032, expanding at a CAGR of 4.7% during 2024–2032. The market is fueled by the rising trend of work from home setups ever since the COVID.



Increasing adoption of remote work arrangements is expected to boost the market during the assessment period. It has led to the rise of remote work software, a critical tool for facilitating effective collaboration and communication in a virtual environment. This software includes a range of solutions, from project management tools to video conferencing platforms. The latest trend in this market is the integration of artificial intelligence and machine learning to enhance productivity and streamline workflows.

Growing demand for flexibility in the workplace is a significant driving factor for the remote work software market. As businesses recognize the benefits of remote work, including increased productivity and employee satisfaction, the need for robust software solutions to support this work model is rising. Remote work software enables teams to collaborate in real-time, regardless of their physical location, ensuring seamless project execution and efficient resource allocation.



Rising advancements in cloud technology present further opportunities in this market. Cloud-based remote work software offers scalability and accessibility, allowing teams to access their work from any device, at any time. This flexibility is particularly beneficial for businesses with global teams, enabling them to overcome time zone challenges and maintain productivity. Thus, remote work software is not just a tool for managing remote teams, but a strategic asset for modern businesses.

Impact of Artificial Intelligence (AI) in Remote Work Software Market

The use of artificial intelligence is li

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.

Due to technological advances and rapidly changing trends in the work environment, working from home is coming to the fore. Although the possibility of working from home has existed for a long time, the coronavirus disease 2019 (COVID-19) has brought the topic into sharp focus in recent years. At the same time, employees' needs for psychological safety at work and meaningful work are increasing. The aim of this paper is to analyze what influence working from home has on the work-related factors meaningful work and psychological safety. The role of the quality of interpersonal relationships is also investigated. To answer these questions, a survey was conducted in a large company in Switzerland. The survey participants were 808 employees from different departments. The results show that the percentage of time spent working from home has no effect on the meaningfulness of work or on psychological safety. Furthermore, the quality of interpersonal relationships does not affect these relationships. Based on these results, it is concluded that how often someone works on site or from home does not impact negatively on these factors. It is significant to discover what online and on site measures and frameworks can ensure that the quality of interpersonal relationships remains at a sufficient level and is not detrimental to the meaningfulness of work or employees’ psychological safety.

Work from home (WFH) has been a part of the professional landscape for over two decades, yet it was the COVID-19 pandemic that has substantially increased its prevalence. The impact of WFH on careers is rather ambiguous, and a question remains open about how this effect is manifested in the current times considering the recent extensive and widespread use of WFH during the pandemic. To answer these questions, this article investigates whether managerial preferences for promotion, salary increase and training allowance depend on employee engagement in WFH. We take into account the employee’s gender, parental status as well as the frequency of WFH. Furthermore, we examine whether managers’ experience with WFH and its prevalence in the team moderate the effect of WFH on careers. An online survey experiment was run on a sample of over 1,000 managers from the United Kingdom. The experiment was conducted between July and December 2022. The findings indicate that employees who WFH are less likely to be considered for promotion, salary increase and training than on-site workers. The pay and promotion penalties for WFH are particularly true for men (both fathers and non-fathers) and childless women, but not mothers. We also find that employees operating in teams with a higher prevalence of WFH do not experience negative career effects when working from home. Additionally, the more WFH experience the manager has, the lesser the career penalty for engaging in this mode of working. Our study not only provides evidence on WFH and career outcomes in the post-pandemic context but also furthers previous understanding of how WFH impacts careers by showing its effect across different groups of employees, highlighting the importance of familiarisation and social acceptance of flexible working arrangements in their impact on career outcomes.

Home Office Spending Market Outlook

The global home office spending market size is forecasted to grow from USD 15.2 billion in 2023 to USD 37.8 billion by 2032, with a CAGR of 10.5% during the forecast period. This growth can be attributed to the increasing trend of remote work, driven by technological advancements and the changing dynamics of the workforce.

One of the significant growth factors for the home office spending market is the rising adoption of remote work policies by companies across various sectors. The COVID-19 pandemic has acted as a catalyst, pushing organizations to rethink their work models, leading to the institutionalization of remote work. As employees continue to work from home, there has been a surge in the demand for home office essentials like ergonomic furniture, high-performance electronics, and efficient office supplies, thereby propelling market growth.

Technological advancements and the proliferation of digital tools have also played a crucial role in fostering the home office spending market. The development of high-speed internet, cloud computing, and collaboration tools like video conferencing software has made remote working not only feasible but highly efficient. Employees are now investing in better home office setups to enhance productivity and ensure seamless connectivity, contributing to the market's expansion.

Another key factor driving the growth of the home office spending market is the increasing awareness of ergonomic health. Prolonged periods of sitting and improper work setups can lead to health issues such as back pain, carpal tunnel syndrome, and eye strain. Consequently, there is a growing demand for ergonomic office furniture and accessories designed to improve posture and reduce physical strain. This shift towards health-conscious work environments is expected to sustain the market's growth trajectory over the coming years.

Regionally, North America currently holds the largest share of the home office spending market, thanks to the high adoption rate of remote work and a tech-savvy workforce. However, the Asia Pacific region is anticipated to witness the highest growth rate during the forecast period. The increasing number of freelancers and small businesses, coupled with the growing penetration of internet services in emerging economies, is expected to drive demand for home office products in this region. Europe and Latin America are also significant markets, with a steady increase in home office expenditures attributed to the shift in working patterns.

Product Type Analysis

The product type segment is broadly categorized into furniture, electronics, office supplies, and others. Among these, furniture constitutes a significant portion of the market. The shift towards remote work has led to a heightened demand for ergonomic furniture, inclusive of adjustable desks, ergonomic chairs, and appropriate storage solutions. This focus on creating comfortable and productive home workspaces is driving exponential growth in the furniture segment.

Electronics form another crucial segment in the home office spending market. With the rise of remote working trends, there has been an increasing demand for high-performance laptops, monitors, printers, and peripherals. The need for seamless connectivity and efficient workstations has propelled the sales of advanced electronic devices equipped with the latest features and technologies. Investments in electronics are expected to remain robust as employees prioritize setting up efficient home workspaces.

Office supplies, although a smaller segment compared to furniture and electronics, continue to see steady growth. Essential items such as paper, pens, notebooks, and organizational tools remain critical for maintaining productivity in a home office setting. Additionally, there is an increasing trend towards sustainable office supplies, driven by the growing environmental consciousness among consumers.

The 'others' category includes a variety of ancillary products that support home office functionality, such as lighting solutions, decor, and cable management systems. Proper lighting is essential for reducing eye strain and enhancing work productivity. Additionally, aesthetically pleasing and organized workspaces have been shown to positively impact employee morale, further driving the demand in this segment.

Report Scope

Home-office Activities Consumer Electronics Market Outlook

The global home-office activities consumer electronics market size is projected to hit $150 billion by 2023, with a forecasted growth to $250 billion by 2032, reflecting a compound annual growth rate (CAGR) of approximately 6%. This market's growth is largely fueled by the increasing trend of remote work and online education, accelerated by the COVID-19 pandemic. Companies have adapted to new working models, resulting in a high demand for consumer electronics that facilitate home-office activities.

One of the primary growth factors for this market is the widespread adoption of remote work. The pandemic has shifted the working paradigm, prompting companies to adopt flexible work arrangements, including permanent work-from-home policies. As a result, the demand for reliable laptops, monitors, and other peripheral devices has surged. Companies are investing in high-performance electronics to ensure seamless operations, which is anticipated to sustain market growth in the coming years.

Another significant growth factor is the rise in online education. With schools and universities transitioning to virtual learning environments, there has been an increased need for home-office consumer electronics such as laptops, webcams, and headsets. Educational institutions are partnering with tech companies to provide students and teachers with the necessary tools, driving further demand in the market. The increasing penetration of the internet and digital literacy programs also contribute to the market growth.

Additionally, the proliferation of virtual meetings and conferences has spiked the need for high-quality webcams, headsets, and sophisticated software solutions. Businesses require advanced consumer electronics to facilitate effective communication and collaboration among remote teams. The integration of AI and machine learning in these devices enhances their functionality, making them indispensable for virtual interactions. This technological evolution is expected to continue, further propelling market growth.

Regionally, North America holds a significant market share due to its robust technological infrastructure and the high adoption rate of remote work practices. The Asia Pacific region is expected to witness the highest growth rate, driven by the increasing internet penetration, rising disposable incomes, and the growing popularity of online education. Europe also presents a lucrative market due to the implementation of flexible working policies across various industries.

Product Type Analysis

The product type segment of the home-office activities consumer electronics market includes laptops, desktops, monitors, printers, scanners, webcams, headsets, and others. Laptops hold the largest share due to their portability and versatility. The demand for high-performance laptops has increased substantially, driven by professionals and students requiring robust devices for various tasks. Enhanced features like long battery life, lightweight design, and powerful processors are appealing to consumers, ensuring continuous market growth.

Desktops, while less portable than laptops, remain essential for home offices requiring high computing power for tasks like graphic design, software development, and data analysis. Desktops offer superior performance and customization options, making them a preferred choice for many businesses and individuals. The market for desktops is sustained by the need for powerful, durable, and upgradeable systems.

Monitors have also seen a surge in demand as multiple-screen setups become common in home offices to increase productivity. High-definition and ultra-wide monitors are particularly popular for providing extensive screen real estate, facilitating multitasking. The development of monitors with enhanced resolution, color accuracy, and ergonomic features supports the growing market.

Printers and scanners remain crucial for various administrative tasks in home office settings. The need for reliable, high-speed printers and scanners has grown with the increase in remote work. All-in-one devices that combine printing, scanning, copying, and faxing functionalities are particularly in demand, offering convenience and space-saving solutions for home offices.

The study on the future of work was conducted by Kantar Public on behalf of the Press and Information Office of the Federal Government. During the survey period from 13 to 22 June 2023, German-speaking people aged 16 to 67 in Germany, excluding pensioners, were surveyed in online interviews (CAWI) on the following topics: current life and work situation, future expectations, the use of AI and the digitalization of the world of work as well as attitudes towards demographic change and the shortage of skilled workers. The respondents were selected using a quota sample from an online access panel. Future: general life satisfaction; satisfaction with selected aspects of life (working conditions, education, qualifications, health situation, professional remuneration, family situation, financial situation); expectations for the future: rather confident vs. rather worried about the private and professional future; rather confident vs. rather worried about the professional future of younger people or the next generation; rather confident vs. rather worried about the future of Germany; confidence vs. concern regarding the competitiveness of the German economy in various areas (digitalization and automation of the working world, climate protection goals of industry, effects of the Ukraine war on the German economy, access to important raw materials such as rare earths or metals, reliable supply of energy, number of qualified specialists, general price development, development of wages and salaries, development of pensions); probability of various future scenarios for Germany in 2030 (Germany is once again the world export champion, unemployment is at an all-time low - full employment prevails in Germany, the energy transition has already created hundreds of thousands of new jobs in German industry, Germany has emerged the strongest in the EU from the crises of the last 15 years, the price crisis has led to the fact The price crisis has meant that politics and business have successfully set the course for the future, citizens can deal with all official matters digitally from home, German industry is much faster than expected in terms of climate targets and is already almost climate-neutral, Germany is the most popular country of immigration for foreign university graduates, the nursing shortage in Germany has been overcome thanks to the immigration of skilled workers). 2. Importance of work: importance of different areas of life (ranking); work to earn money vs. as a vocation; importance of different work characteristics (e.g. job security, adequate income, development prospects and career opportunities, etc.). 3. Professional situation: satisfaction with various aspects of work (job security, pay/income, development/career opportunities, interesting work, sufficient contact with other people, compatibility of family/private life and work. Work climate/ working atmosphere, further training opportunities, social recognition, meaningful and useful work); job satisfaction; expected development of working conditions in own professional field; recognition for own work from the company/ employer, from colleagues, from other people from the work context, from the personal private environment, from society in general and from politics; unemployed people were asked: currently looking for a new job; assessment of chances of finding a new job; pupils, students and trainees were asked: assessment of future career opportunities; reasons for assessing career opportunities as poor (open). 4. AI: use of artificial intelligence (AI) in the world of work rather as an opportunity or rather as a danger; expected effects of AI on working conditions in their own professional field (improvement, deterioration, no effects); opportunities and dangers of digitization, AI and automation based on comparisons (all in all, digitization leads to a greater burden on the environment, as computers, tablets, smartphones and data centers are major power guzzlers vs. All in all, digitalization protects the environment through less mobility and more efficient management, artificial intelligence and digitalization help to reduce the workload and relieve employees of repetitive and monotonous tasks vs. artificial intelligence and digitalization overburden many employees through further work intensification. Stress and burnouts will increasingly be the result, artificial intelligence and digitalization will primarily lead to job losses vs. artificial intelligence and digitalization will create more new, future-proof jobs than old ones will be lost, our economy will benefit greatly from global networking through speed and efficiency gains vs. our economy is threatened by global networking by becoming more susceptible to cyberattacks and hacker attacks, digitalization will lead to new, more flexible working time models and a better work-life balance vs. digitalization will lead to a blurring of boundaries between work and leisure time and thus, above all, to more self-exploitation by employees). 5. Home office: local focus of own work currently, before the corona pandemic and during the corona pandemic (exclusively/ predominantly in the company or from home, at changing work locations (company, at home, mobile from on the road); Agreement with various statements on the topic of working from home (wherever possible, employers should give their employees the opportunity to work from home, working from home leads to a loss of cohesion in the company, working from home enables a better work-life balance, digital communication makes coordination processes more complicated, home office makes an important contribution to climate protection due to fewer journeys to work, home office leads to a mixture of work and leisure time and thus to a greater workload, home office leads to greater job satisfaction and thus to higher productivity, since many professions cannot be carried out in the home office, it would be fairer if everyone had to work outside the home); attitude towards a general 4-day working week (A four-day week for everyone would increase the shortage of skilled workers vs. a four-day week for everyone would increase motivation and therefore productivity). 6. Demographic change: knowledge of the meaning of the term demographic change; expected impact of demographic change on the future of Germany; opinion on the future in Germany based on alternative future scenarios (in the future, poverty in old age will increase noticeably vs. the future generation of pensioners will be wealthier than ever before, in the future, politics and elections will be increasingly determined by older people vs. the influence of the younger generation on politics will become much more important, our social security systems will continue to ensure intergenerational fairness and equalization in the future vs. the distribution conflicts between the younger and older generations will increase noticeably, future generations will have to work longer due to the shortage of skilled workers vs. people will have to work less in the future due to digitalization and automation and will be able to retire earlier). 7. Shortage of skilled workers: shortage of skilled workers in own company; additional personal burden due to shortage of skilled workers; company is doing enough to counteract the shortage of skilled workers; use of artificial intelligence (AI) in the company could compensate for the shortage of skilled workers; evaluation of various measures taken by the federal government to combat the shortage of skilled workers (improvement of training and further education opportunities, increasing the participation of women in the labor market (e.g. by expanding childcare services, more flexible working hours, offers for older skilled workers to stay in work longer, facilitating the immigration of foreign skilled workers); evaluation of the work of the federal government to combat the shortage of skilled workers; attractiveness (reputation in society) of various professions with a shortage of skilled workers (e.g. social pedagogues/educators); evaluation of the work of the federal government to combat the shortage of skilled workers. B. social pedagogue, nursery school teacher, etc.); job recommendation for younger people; own activity in one of the professions mentioned with a shortage of skilled workers. Demography: sex; age; age in age groups; employment; federal state; region west/east; school education; vocational training; self-placement social class; employment status; occupation differentiated workers, employees, civil servants; industry; household size; number of children under 18 in the household; net household income (grouped); location size; party sympathy; migration background (respondent, one parent or both parents). Additionally coded were: consecutive interview number; school education head group (low, medium, high); weighting factor.

Work from home (WFH) has been a part of the professional landscape for over two decades, yet it was the COVID-19 pandemic that has substantially increased its prevalence. The impact of WFH on careers is rather ambiguous, and a question remains open about how this effect is manifested in the current times considering the recent extensive and widespread use of WFH during the pandemic. To answer these questions, this article investigates whether managerial preferences for promotion, salary increase and training allowance depend on employee engagement in WFH. We take into account the employee’s gender, parental status as well as the frequency of WFH. Furthermore, we examine whether managers’ experience with WFH and its prevalence in the team moderate the effect of WFH on careers. An online survey experiment was run on a sample of over 1,000 managers from the United Kingdom. The experiment was conducted between July and December 2022. The findings indicate that employees who WFH are less likely to be considered for promotion, salary increase and training than on-site workers. The pay and promotion penalties for WFH are particularly true for men (both fathers and non-fathers) and childless women, but not mothers. We also find that employees operating in teams with a higher prevalence of WFH do not experience negative career effects when working from home. Additionally, the more WFH experience the manager has, the lesser the career penalty for engaging in this mode of working. Our study not only provides evidence on WFH and career outcomes in the post-pandemic context but also furthers previous understanding of how WFH impacts careers by showing its effect across different groups of employees, highlighting the importance of familiarisation and social acceptance of flexible working arrangements in their impact on career outcomes.

The annual survey studied employee opinion on the quality of working life in Finnish municipalities. Main themes were psychosocial working environment, job characteristics, pay systems, job satisfaction, employment security, training and development, capacity to work, and bullying and discrimination at work.

First, the respondents were asked how many years they had worked for the employer they were working for at the time, type of contract, number of persons at the workplace, what kind of changes there had been in staff numbers, working hours, and contracts over the past 12 months, and whether people had been transferred to other units. Further questions covered team work, and whether there had been conflicts at the workplace, between what groups and whether the conflicts had decreased or increased over the past 12 months. Incidents of bullying and violence were charted.

Next set of questions covered the respondent's autonomy at work and other job characteristics, overtime and its compensation, flexible working time arrangements, and R's membership in a trade union or professional association. Changes over the past year in workload, physical or mental stress, in access to training etc were explored as well as pay and bonus systems, and satisfaction with pay. Psychosocial working environment was charted with a number of questions, for instance, whether employees were treated equally, how supervisors handled development ideas suggested by subordinates and so on. One topic pertained to whether the respondents had presented any ideas to improve working conditions, products, services or working methods at the workplace and whether there had been other development initiatives. The respondents' participation in job-related training and development was investigated.

One theme pertained to job satisfaction. The respondents were asked to what extent they agreed with a number of statements relating to staff sufficiency, organisation of work, access to information, physical or mental stress etc. They were asked how likely it was that they would be dismissed or laid off, or their tasks or working hours would be changed over the next year. Opinions on the employment situation in Finland and on changes happening in working life were charted. A number of questions investigated how the employees' capacity to work and occupational safety had been taken into account at the workplace, the respondents' sickness absences, and estimate of own mental and physical capacity to work. Discrimination at work based on ethnic group, age, gender and type of contract was explored. Finally, the respondents were asked whether they had done their main work from home or somewhere else outside of workplace (telework).

Background variables included the respondent's gender, age, major region (NUTS2), type of municipality, education, occupational status, industry of employment, employer type, status in employment, economic activity, weekly working hours, additional jobs, whether R worked for a municipality or a federation of municipalities and in which sector. Information on age, gender, major region, type of municipality and education level were obtained from registers. Other background variables were obtained from the Labour Force Survey 2007 telephone interviews which were often conducted together with the Finnish Working Life Barometer interview.

In 2020, approximately *** million people worked mainly from home in the United Kingdom, an increase of around **** million people when compared with 1998, when just *** million workers mainly worked from home. As a share of all workers in the United Kingdom, this was the equivalent of **** percent of the UK workforce, compared with **** percent in 1998. Rise of the hybrid workforce More recent figures on working location trends in Great Britain, indicate that as of June 2025, around ** percent of workers had worked from home exclusively in the last seven days, with a further ** percent only travelling to work. Just over a ******* of British workers, however, had both worked from home and traveled to work in the last seven days. Although less common than only travelling to work, hybrid working has generally been more popular than only working at home since around Spring 2022 and is possibly one of the most enduring impacts that COVID-19 had on the labor market. Demographics of homeworkers While advancements in internet connectivity and communication software have enabled more people to work from home than ever before, there are still obvious disparities in the share of homeworkers by industry. Over **** of the UK’s agriculture workforce in 2020 regularly worked from home, compared with just *** percent of those that worked in accommodation or food service. In the same year, the region with the highest share of people working from home was South West England at **** percent, while Northern Ireland had the lowest at just *** percent.

Smart Remote Work Desk Market Outlook

According to the latest research conducted in 2025, the global smart remote work desk market size reached USD 3.2 billion in 2024. The market is set to expand at a robust CAGR of 14.7% from 2025 to 2033, driven by the increasing adoption of flexible work arrangements and the integration of advanced technologies into office furniture. By 2033, the smart remote work desk market is forecasted to achieve a value of USD 10.2 billion. The primary growth factor is the rising demand for ergonomic, connected, and health-focused workspaces among remote and hybrid workers worldwide, as organizations and individuals seek to enhance productivity and well-being.

The exponential growth in the smart remote work desk market is largely attributed to the global shift towards remote and hybrid work models, a trend that has been accelerated by recent world events and the ongoing digital transformation across industries. Companies are increasingly investing in smart office solutions that not only support productivity but also address employee health and comfort. Features such as height adjustability, posture monitoring, integrated charging ports, and seamless connectivity with smart home or office ecosystems are becoming standard, reflecting a broader emphasis on workplace wellness. Moreover, the proliferation of IoT devices and AI-driven functionalities in office furniture has set a new benchmark for what users expect from their work environments, making smart desks a central component of the modern workspace.

Another significant growth driver is the heightened awareness of the benefits of ergonomic furniture for long-term health. As more employees spend extended hours working from home, the need for smart desks that can adapt to individual preferences and promote movement is more pronounced than ever. This is further supported by research highlighting the risks associated with sedentary lifestyles, such as musculoskeletal disorders and reduced productivity. Consequently, both corporate buyers and individual consumers are prioritizing investments in smart remote work desks that offer customizable settings, activity reminders, and data-driven insights into daily habits. The integration of these advanced features is not only improving user satisfaction but also contributing to a measurable reduction in work-related health issues.

In addition, sustainability and design innovation are playing a pivotal role in shaping the smart remote work desk market. Manufacturers are increasingly utilizing eco-friendly materials and energy-efficient technologies to align with global sustainability goals. The fusion of aesthetics and functionality is also driving consumer preference, as users seek desks that complement home and office interiors while delivering state-of-the-art performance. This convergence of technology, health, and design is fostering a competitive landscape where continuous innovation is essential for market success. As a result, the market is witnessing the emergence of new players and strategic collaborations aimed at delivering holistic solutions for the future of work.

From a regional perspective, North America leads the smart remote work desk market, followed closely by Europe and Asia Pacific. The widespread adoption of remote work, high disposable incomes, and a strong culture of technological innovation have made North America a prime market for smart office solutions. Europe is also experiencing robust growth, driven by stringent workplace health regulations and increasing investment in digital infrastructure. Meanwhile, Asia Pacific is emerging as a high-growth region, fueled by rapid urbanization, a burgeoning tech-savvy workforce, and the expansion of multinational corporations. Latin America and the Middle East & Africa are gradually catching up, with growing awareness and adoption of smart office furniture solutions.

Product Type Analysis

The product type segment of the smart remote work desk market encompasses adjustable desks, fixed desks, modular desks, integrated smart desks, and others. Adjustable desks, particularly those with sit-stand functionality, dominate the market due to their proven health benefits and adaptability to different user needs. These desks are equipped with electric or manual height adjustment mechanisms, allowing users to alternate between sitting and standing positions throughout the workday. The increasing prevalence of remote work and the growing body of evidence linking sedentary behavio

The annual survey studied employee opinion on the quality of working life in Finland. Main themes were psychosocial working environment, job characteristics, pay systems, satisfaction with the job, employment security, training and development, capacity to work, and bullying and discrimination at work. The year 2002 survey contained new questions on flexible working time and working outside normal hours. First, the respondents were asked how many years they had worked for the employer they were working for at the time, type of contract, number of persons at the workplace, what kind of changes there had been in staff numbers, working hours, contracts and organisational structure over the past 12 months, and whether people had been transferred to other units. Further questions covered team work, and whether there had been bullying or conflicts at the workplace, between what groups and whether the conflicts had decreased or increased over the past 12 months. Next set of questions covered autonomy and influence at work, overtime and its compensation, flexible working time options, working from home (telework), working outside office hours, and membership in a trade union or professional association. Changes over the past year in workload, physical or mental stress, in access to training were charted as well as pay systems and satisfaction with the workplace. One topic pertained to whether the respondents had presented any ideas to improve working conditions, products, services or working methods at the workplace and whether there had been other development initiatives. The respondents' participation in job-related training and development was investigated. They were asked how likely it was that they would be dismissed or laid off, or their tasks or working hours would be changed over the next year. Opinions were charted on employment situation in Finland and what kind of changes were happening in working life in, for instance, relating to management style, possibility to influence decisions, the financial situation of their organisation. A number of questions investigated how the employees' capacity to work and occupational health and safety had been taken into account at the workplace, the respondents' sickness absences, and estimate of own mental and physical capacity to work. Discrimination at work based on ethnic group, age, gender or contract type was explored. Background variables included the respondent's gender, age, type of municipality, major region (NUTS2), region (NUTS3), occupational group, status in employment, industry of employment, employer type, weekly working hours, additional jobs, industry of additional job, and basic and vocational education. Most background variables were obtained from the Labour Force Survey 2002 telephone interviews.

BackgroundAfter the outbreak of the COVID-19 pandemic, employees in Europe increasingly worked from home. In the German public sector, many employees experienced working from home for the first time. Concurrently, employees could use job crafting activities to alter job demands and resources while working from home. This exploratory case study aims to shed light on how public service employees craft their job demands and job resources, and how they perceive job satisfaction and productivity while working from home during the COVID-19 pandemic. A novel theoretical approach is applied to explore crafting activities that target specific job demands and resources when working from home, using a combined framework of resource-based job crafting based on the Job Demands–Resources model and time-spatial job crafting.MethodsQualitative telephone interviews were conducted with employees from different public sectors in Germany between December 2021 and February 2022. According to the COREQ guidelines, the 12 semi-structured interviews were audio-recorded, transcribed verbatim, and content-analyzed using MAXQDA.ResultsThe results suggest that employees, who were new to working from home, developed personal crafting strategies for their flexible work environment. These strategies supported them in coping with hindering job demands (e.g., measures regarding work-related availability or interruptions) by optimizing their working conditions. Additionally, employees used strategies to increase their social resources (e.g., initiating meetings with colleagues) and structural resources (e.g., installing additional work equipment, planning of office days and working-from-home days). The use of given job resources and optimization of job demands are closely linked to the time-spatial demands fit. Thereby, the time-spatial demands fit is used to combine workplaces, work hours, or work tasks with the provided resources and demands to achieve an optimal work environment, which also facilitates employees' productivity and satisfaction.ConclusionThe results enrich the resource-based and time-spatial demand job crafting research by adding specific job crafting strategies utilized by public service employees. Furthermore, the results highlight job crafting strategies for enhancing job satisfaction and productivity when working from home in the post-pandemic world, thus offering valuable insights for researchers and practitioners.

Headsets For Working From Home Market Outlook

The global market size for headsets used in working from home was valued at approximately USD 2.5 billion in 2023 and is projected to reach USD 5.8 billion by 2032, growing at a compound annual growth rate (CAGR) of 9.8% during the forecast period. This substantial growth is primarily driven by the increasing number of remote workers and advancements in communication technologies. The expanding trend of flexible working arrangements, including remote and hybrid working models, has significantly fueled the demand for high-quality headsets that facilitate effective communication and productivity.

One of the primary growth factors contributing to the market is the increasing adoption of remote work policies by organizations worldwide. The COVID-19 pandemic accelerated the shift towards remote work, prompting companies to invest in reliable and efficient communication tools to maintain productivity. High-quality headsets have become essential for ensuring clear audio during virtual meetings and calls, thereby driving the market's growth. As more organizations adopt hybrid working models, the demand for headsets that offer comfort and superior sound quality is expected to surge.

Technological advancements in headset design and functionality also play a crucial role in market growth. The integration of features such as noise cancellation, long battery life, and superior microphone quality has enhanced the user experience, making headsets indispensable for professionals working from home. Additionally, developments in wireless technology and Bluetooth connectivity have further increased the convenience and usability of these devices, contributing to their rising popularity among remote workers.

Another significant growth factor is the increasing awareness of the importance of ergonomic products in the workplace. Prolonged use of low-quality headsets can lead to discomfort and health issues, such as ear fatigue and neck strain. As a result, there is a growing demand for ergonomic headsets that are designed to provide long-term comfort and support. Companies are increasingly investing in high-quality headsets to ensure the well-being and productivity of their remote employees, thereby driving market growth.

Studio Headphones and Headsets have become increasingly relevant in the context of remote work, as they offer superior sound quality and comfort for prolonged use. These devices are designed to deliver high-fidelity audio, making them ideal for professionals who require clear and precise sound during virtual meetings and calls. The demand for studio-quality headsets is driven by the need for enhanced communication tools that can support various professional activities, from video conferencing to content creation. As more individuals work from home, the preference for headsets that provide an immersive audio experience is expected to grow, further boosting the market for Studio Headphones and Headsets.

From a regional perspective, North America holds a dominant position in the headsets for working from home market, owing to the high adoption rate of remote working practices and the presence of major technology companies. However, the Asia Pacific region is anticipated to witness the fastest growth during the forecast period, driven by the increasing adoption of digital technologies and the growing remote workforce in countries like India and China. The market in Europe is also expected to grow steadily, supported by the rising trend of flexible working arrangements and the presence of a large number of freelancers and small businesses.

Product Type Analysis

The headsets for working from home market can be segmented by product type into wired headsets and wireless headsets. Wired headsets have been traditionally popular due to their reliability and consistent performance. These headsets are often preferred by users who prioritize sound quality and do not want to deal with battery issues. Wired headsets typically offer a more stable connection and are less prone to interference, making them suitable for long conference calls and professional use. However, the limited mobility offered by wired headsets can be a drawback for some users, particularly those who need to move around during their workday.

On the other hand, wireless headsets have gained significant traction in recent years, driven by advancements in wireless technology and the increasing