In June 2025, approximately 13 percent of workers in Great Britain worked from home exclusively, with a further 26 percent working from home and travelling to work, while 44 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 6 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.

According to a survey conducted in 2023, approximately 36 percent of employers thought that increased hybrid working had made no difference to employee productivity. Of those surveyed, 33 percent felt that it made their employees more productive, with 13 percent believing they were less productive.

Data on working patterns and location of work of adults in Great Britain, including costs and benefits of homeworking and future expectations. Survey data from the Opinions and Lifestyle Survey (OPN).

Data on location of work by different breakdowns and time spent for working adults in Great Britain. Survey data from the Opinions and Lifestyle Survey (OPN), Time Use Survey (TUS) and Business Insights and Conditions Survey (BICs).

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 2024, 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 travelled 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.

In 2021, 73 percent of employees from a global survey want flexible remote work options to stay post-pandemic. As businesses around the world sent their employees into home office and remote work setups during the 2020 COVID-19 pandemic, both employees and employers have become accustomed to this new work situation. As a result, they appreciate the positive aspects and would like to retain them in the future.

Supplementary characteristics on demographic breakdowns of workers and further breakdowns of working arrangements. Indicators from our Opinions and Lifestyle Survey (OPN).

This data collection is a part of the data from the study 'Becoming agile in local authority children's safeguarding social work services'. It features transcripts of of 41 interviews, conducted with 7 social work practitioners, who each took part in between 4 and 8 interviews, over the course of 6-12 months. Interviews explored practitioners' everyday working practices, interactions with other practitioners, supervisors, and parents and children who used services, and practitioners' experiences of their work. The interviews in this collection happened between March 2021 and July 2022, and includes practitioners describing their practice in the context of social distancing because of Covid restrictions, and later periods where social workers were working using a hybrid of co-present and remote interactions with other practitioners and people who used services. These participants were part of a group of 21 practitioners: other practitioners did not give consent for their data to be shared.

The UK flexible workspace market, valued at approximately £1.85 billion in 2025, is experiencing robust growth, projected to expand at a compound annual growth rate (CAGR) of 8.95% from 2025 to 2033. This expansion is driven by several key factors. The increasing adoption of hybrid work models, fueled by technological advancements and evolving employee preferences for work-life balance and flexibility, is a significant driver. Furthermore, the rising costs of traditional office spaces in major UK cities like London, Manchester, and Birmingham are compelling businesses of all sizes to explore more cost-effective and agile solutions. The diverse range of flexible workspace options available, including private offices, co-working spaces, and virtual offices, caters to varied business needs and budgets, further fueling market expansion. Growth is particularly strong within the IT and Telecommunications, Business Consulting & Professional Services, and BFSI sectors, which are actively seeking adaptable work environments to support their workforce needs. However, the market faces certain restraints. Economic uncertainty and potential downturns can impact demand, especially among smaller businesses. Competition within the market is intense, with established players like IWG and WeWork competing alongside numerous smaller providers. Maintaining a high occupancy rate and adapting to changing market dynamics, including evolving technology and shifting preferences among employees, will remain critical challenges for market participants. The continued success of the flexible workspace sector hinges on its ability to innovate, adapt to technological developments, and deliver high-quality, convenient workspaces that meet the changing needs of a diverse clientele. The geographic distribution of growth will likely favor major cities, reflecting existing infrastructure and high concentrations of businesses, although smaller cities are also seeing increasing adoption. Recent developments include: October 2022: WeWork has announced its partnership with Foundervine, to offer 12 months of flexible workspace solutions, starting from January 2023 to early-stage entrepreneurs from ethnically diverse backgrounds across the UK and Ireland., May 2022: Flexspace announced the introduction of a corporate solution for hybrid-remote businesses that gives staff members a flawlessly integrated platform to find, reserve, and manage flexible workspace on-demand right from the existing processes. A USD 6 million seed round led by M13 is signed by the business established by former executives in order to fund product development and regional expansion.. Notable trends are: Demand for Larger Spaces driving the market.

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.

This dataset contains breakdowns of homeworkers by different characteristics using data from the Opinions and Lifestyle Survey (OPN).

Working from home has seen a rise in prevalence, particularly in the wake of the covid-19 pandemic. Although it is widely believed that wfh enables employees to better combine paid work with domestic duties, potentially enhancing work-life balance, emerging evidence suggests that it may also hinder career advancement and adversely affect mental health, with notable impacts on women. We employ longitudinal data from three British Cohort Studies, collected one year into the covid-19 pandemic, to investigate the characteristics of those who report working from home and the relationship with gender disparities in hourly wages, mental health, and well-being. Using longitudinal data also allows us to control for cohort members’ labour market situation prior to the pandemic, thereby helping to isolate the pandemic’s effects. Our findings indicate that individuals who work from home typically receive higher wages compared to those who work from employers’ premises, but the gender wage gap is most pronounced among those who work from home. Furthermore, consistent with the flexibility paradox, our analysis reveals that women who work from home - particularly those who work hybrid - experience the most detrimental mental health outcomes.

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Employee Engagement Software Market Size 2024-2028

The employee engagement software market size is forecast to increase by USD 325.9 million at a CAGR of 6.8% between 2023 and 2028.

The market is witnessing significant growth due to several key factors. The increasing need for effective workforce diversity management is driving the adoption of these solutions. Additionally, the rising trend of digital HR technology is enabling better collaboration and interaction among employees through tools like collaboration platforms and automation. Gamification and digital workplaces are emerging trends, offering solutions through fun and interactive tools and creating a more engaging work environment. However, technical constraints and poor customer service remain challenges that need to be addressed to ensure the successful implementation and adoption of employee engagement software.

What will be the Size of the Market During the Forecast Period?

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Employee engagement is a critical aspect of any organization, with studies showing that engaged employees are more productive, committed, and less likely to resign. In the current business environment, effective communication, customer services, and performance management have become essential components of maintaining a motivated workforce. This is particularly relevant for organizations managing remote workforces or implementing hybrid work models. The demand for employee engagement software has grown significantly as businesses seek to enhance their communication channels, streamline performance management, and boost employee satisfaction. This software is designed to facilitate better management communication, provide feedback mechanisms, and foster collaboration among team members. Remote workforces have become increasingly common, and employee engagement software plays a crucial role in keeping these teams connected. cloud computing deployment and collaboration tools enable real-time communication and project management, ensuring that employees remain engaged and focused on their tasks.
Gamification and recognition platforms are popular features of employee engagement software. These tools help to create a positive work environment by encouraging healthy competition and recognizing employee achievements. They also provide valuable data analytics, allowing organizations to identify trends and areas for improvement. Automation is another essential feature of employee engagement software, enabling organizations to streamline processes and reduce manual tasks. Employee engagement software providers prioritize cybersecurity to ensure that sensitive data is protected. Both cloud deployment and on-premise deployment options are available to cater to the unique needs of large enterprises. In conclusion, employee engagement software is a vital investment for organizations seeking to retain their employees and maintain high levels of productivity. It offers a range of features, including communication tools, feedback mechanisms, gamification, recognition platforms, automation, and data analytics.

How is this market segmented and which is the largest segment?

The market research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD million' for the period 2024-2028, as well as historical data from 2018-2022 for the following segments.

Deployment

  Cloud-based
  On-premises


Geography

  North America

    US


  Europe

    Germany
    UK


  APAC

    China
    Japan


  South America



  Middle East and Africa

By Deployment Insights

The cloud-based segment is estimated to witness significant growth during the forecast period.

Employee engagement software, which includes collaboration tools, automation, employee well-being, feedback, onboarding, training, and customer service, among other features, is a significant investment for businesses. These solutions promote interaction and collaboration among team members, leading to increased productivity and improved employee satisfaction. Cloud-based employee engagement software is particularly popular due to its numerous advantages. It allows for real-time access to information from any location, ensuring better collaboration and interaction. Additionally, cloud-based applications offer automatic updates and maintenance, reducing the need for large upfront investments and ongoing expenses.

Furthermore, these solutions enable enterprises to provide consistent rewards and recognition programs, enhancing employee engagement and retention. The integration of automation in employee engagement software streamlines HR processes, such as onboarding and training, making them more efficient. Overall, cloud-based employee engagement software is a valuable tool for businesses seeking to enhance collaboration, improve employee well-being, and boost productivity.

The packages offered by serviced office providers vary from renting private offices, co-working spaces, virtual offices and meeting room facilities, including daily access, monthly memberships and yearly desk area rental. The main appeal of service offices is the cancellation flexibility and relatively low monthly prices, which are incredibly convenient for fast-growing companies. Large companies IWG and WeWork have a strong foothold in the industry, as they’ve previously been able to afford to lease prime Central London locations, capitalising on an increasing number of tech start-ups. Over the five years through 2024-25, revenue is forecast to inch upwards at a compound annual rate of 0.4% to £2.9 billion. Before the pandemic, the expansion of tech start-ups and consultancies fuelled growth; flexible workspace providers were quickly expanding – perhaps too quickly. Then, the COVID-19 outbreak and resulting lockdown and stay-at-home measures slashed new memberships and occupancy levels, draining the cashflow and profitability of flexible workspace providers. Ever since, though, the homely environments offered by serviced office providers have become very attractive to businesses that use hybrid working models, with revenue forecast to climb by 6.7% over 2024-25. The growing tendency of large service-based technology companies to offload underutilised expensive offices in favour of serviced offices with low overhead costs is supporting demand. Over the five years through 2029-30, revenue is slated to expand at a compound annual rate of 2.3% to £3.2 billion. The thriving UK tech start-up scene, powered by innovation and investment in AI, will propel growth, with more and more tech businesses engaging in hybrid working. According to a WeWork survey in September 2024, 59% of companies planning to increase their workspace in the next two years will choose flexible over traditional offices, boosting demand for industry services moving forward. The growing need for home-like, collaborative spaces will lead to an influx of new boutique serviced office providers, attracting new members with out-of-the-box digital marketing campaigns. Similarly, an increasing number of start-ups in tech hubs outside London, in areas like Birmingham and Manchester, will result in more serviced office spaces opening up outside of the capital in the coming years.

The UK co-working office space industry is experiencing robust growth, projected to reach a market size of £1.34 billion in 2025 and maintain a Compound Annual Growth Rate (CAGR) of 7.11% from 2025 to 2033. This expansion is fueled by several key drivers. The increasing preference for flexible work arrangements among both freelancers and established companies seeking cost-effective solutions and scalable workspace is a significant factor. Technological advancements, including improved booking platforms and workspace management systems, are streamlining operations and enhancing the user experience. Furthermore, the growing number of startups and small-to-medium-sized enterprises (SMEs) in the UK is driving demand for affordable and adaptable co-working spaces, particularly in major metropolitan areas like London, Manchester, Birmingham, and Leeds. The industry caters to a diverse range of end-users, including personal users, small-scale companies, large-scale corporations, and various application sectors like IT, legal services, BFSI, and consulting. While the market faces challenges such as competition from traditional office spaces and economic fluctuations, the overall outlook remains positive, driven by the sustained demand for flexible and collaborative work environments. The segmentation of the UK co-working market reveals a concentration in major cities, with London likely holding the largest market share followed by Manchester, Birmingham, and Leeds. The popularity of serviced and flexible managed offices reflects the preferences for customizable solutions. The presence of numerous established players, including Regus, The Office Group, and numerous smaller, independent providers, indicates a competitive but dynamic landscape. The continuing rise of remote work and hybrid work models will further solidify the long-term growth trajectory of the co-working sector. Companies are strategically adapting their offerings to meet evolving needs, incorporating amenities, networking opportunities, and community-building initiatives to attract and retain clients. Future growth will hinge on the industry's ability to innovate, provide value-added services, and adapt to the shifting preferences of the workforce. Recent developments include: May 2023: Amazon took over WeWork Cos.' 70,000 sq. ft office space in London. The tech giant will take over WeWork's refurbished Moore Place office building, which is estimated to house around 1,000 employees., July 2023: WeWork, the leading global flexible space provider, announced a franchise partnership with Garnier & Garnier, one of Costa Rica’s best-known and most reputable real estate development companies, giving Garnier the exclusive right to grow and operate WeWork’s existing locations in Costa Rica.. Key drivers for this market are: 4., Increasing Shift Toward Co-working Spaces is Driving the Market4.; Increasing Focus on Sustainability is Driving the Market. Potential restraints include: 4., Increasing Shift Toward Co-working Spaces is Driving the Market4.; Increasing Focus on Sustainability is Driving the Market. Notable trends are: The Demand for Landlord-Fitted Office Space Surges Amid Rising Costs and Shrinking Availability.

UK Office Real Estate Market size was valued at USD 149.67 Billion in 2024 and is projected to reach USD 184.80 Billion by 2032 growing at a CAGR of 6% from 2025 to 2032.

Key Market Drivers:

Workplace Evolution and Hybrid Working: The fundamental transformation in workplace strategies post-pandemic has created substantial demand for flexible and adaptable office spaces. This shift drives the development of hybrid-ready office environments with enhanced digital infrastructure, collaboration spaces and wellness features, particularly in major business districts where diverse workspace solutions are increasingly sought after by both domestic and international organizations seeking modern, adaptable office environments.

Technology Integration and Smart Buildings: The accelerating adoption of smart building technologies, including IoT sensors, advanced HVAC systems and digital access controls, significantly contributes to market growth. These technological advancements enhance building efficiency, improve occupant experience and provide valuable data insights while ensuring properties remain competitive and attractive to premium tenants seeking state-of-the-art office environments.

Working arrangements of people in Great Britain; indicators from the Opinions and Lifestyle Survey (OPN).

BackgroundThe COVID-19 pandemic changed the way many industries work, including contact centres, with some employees working from home and new on-site restrictions/measures in place representing even greater challenges for employers around staff engagement and wellbeing. This study aimed to understand the interplay of individual, social, environmental and organisational factors influencing physical activity and sedentary behaviour in UK contact centre employees, how the pandemic impacted these factors, and their relevance for the future of hybrid working.MethodsIndividual interviews (n = 33) were conducted with participants (staff working full and part time, on site and from home) from four UK contact centres. A topic guide based on the ecological model was developed to understand current barriers and facilitators to physical activity and (reducing) sedentary behaviour during and outside of working hours. Thematic analysis was carried out using a codebook and a deductive coding approach to identify themes.ResultsThree key insights are provided. First, participants felt they were generally sitting more and moving less since the first UK-wide lockdown. Second, factors which negatively impacted on these behaviours were evident across all levels of the ecological model. These included individual and social barriers (e.g., lack of motivation and preferable physical activity options) as well as environmental and organisational barriers (e.g., poor home office setup, back-to-back virtual meetings). There were a mix of new and existing barriers (exacerbated by the pandemic) and several of these were linked to homeworking. Third, organisational support requirements (e.g., homeworking ergonomic support) and existing facilitators (such as the provision of informational support and flexible working arrangements) were identified.ConclusionSolutions to reduce sedentary behaviours and increase physical activity in contact centres need to address barriers from the individual to the organisational level. Whilst the study was undertaken in the UK, the results are like to be applicable globally.Trial registrationClinical trial registration: The trial for the wider project has been registered on the ISRCTN database: http://www.isrctn.com/ISRCTN11580369.