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.

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 2020, *** thousand people working in the professional, scientific, and technical industries in the United Kingdom worked mainly from home, the highest number of any sector. The industry sector with the highest percentage of homeworkers was agriculture, forestry, and fishing, with over half of that industry's workforce working from home.

Over 944 thousand employees worked from home in South East England in 2020, the most of any region of the United Kingdom. The South East also had the highest rate of people working from home in 2020, at **** percent of all workers, compared with the UK average of **** percent.

In 2020, approximately **** million people working in professional occupations mainly worked from home in the United Kingdom, the most of any occupation category. By contrast, just *** thousand of those working in sales and service occupations mainly worked from home, the fewest among the provided occupation categories.

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.

There were 788 thousand workers aged between 50 and 54 that worked mainly from home in the United Kingdom in 2020, which was the highest of any age group. When adjusted for the overall working population, the age group with the highest working from home rate were those aged 70 and over, with over 45 percent of this group mainly working from home.

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.

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.

Background: The Coronavirus disease (COVID-19) has emphasised the critical need to investigate the mental well-being of healthcare professionals working during the pandemic. It has been highlighted that healthcare professionals display a higher prevalence of mental distress and research has largely focused on frontline professions. Social restrictions were enforced during the pandemic that caused rapid changes to the working environment (both clinically and remotely). The present study aims to examine the mental health of a variety of healthcare professionals, comparing overall mental wellbeing in both frontline and non-frontline professionals and the effect of the working environment on mental health outcomes.

Method: A cross-sectional mixed methods design, conducted through an online questionnaire. Demographic information was optional but participants were required to complete: (a) Patient Health Questionnaire, (b) Generalised Anxiety Disorder, (c) Perceived Stress Scale, and (d) Copenhagen Burnout Inventory. The questionnaire included one open-ended question regarding challenges experienced working during the pandemic.

Procedure:
Upon ethical approval the online questionnaire was advertised for six weeks from 1st May 2021 to 12th June 2021 to maximise the total number of respondents able to partake. The survey was hosted on the survey platform “Online Surveys”. It was not possible to determine a response rate because identifying how many people had received the link was unattainable information. The advert for the study was placed on social media platforms (WhatsApp, Instagram, Facebook and Twitter) and shared through emails.

Participants were recruited through the researchers’ existing professional networks and they shared the advertisement and link to questionnaire with colleagues. The information page explained the purpose of the study, eligibility criteria, procedure, costs and benefits of partaking and data storage. Participants were made aware on the information page that completing and submitting the questionnaire indicated their informed consent. It was not possible to submit complete questionnaires unless blank responses were optional demographic data. Participants were informed that completed questionnaires could not be withdrawn due to anonymity.

The questionnaire consisted of four sections: demographic data, mental health information and the four psychometric tools, PHQ-9, GAD-7, PSS-10 and CBI. Due to the sensitive nature of this research, only the psychometric measures required an answer for each question, thus all demographic information was optional to encourage participant contentment. Once participants had completed the questionnaire and submitted, they were automatically taken to a debrief page. This revealed the hypothesis of the questionnaire and rationalised why it was necessary to conceal this prior to completion. Participants were signposted to mental health charities and a self-referral form for psychological support. Participants could contact the researcher via email to express an interest in the results. It was explained that findings would be analysed using descriptive statistics to investigate any correlations or patterns in the responses. Data collected was stored electronically, on a password protected laptop. It will be kept for three years and then destroyed.

Instruments: PHQ-9, GAD-7, PSS-10 and CBI.

Other questions included:

Thank you for considering taking part in the questionnaire! Please remember by completing and submitting the questionnaire you are giving your informed consent to participate in this study.

Demographic:

Gender: please select one of the following:

Male Female Non-binary Prefer not to answer

Age: what is your age?

Open question: Prefer not to answer

What is your current region in the UK?

South West, East of England, South East, East Midlands, Yorkshire and the Humber, North West, West Midlands, North East, London, Scotland, Wales, Northern Ireland Prefer not to answer

Ethnicity: please select one of the following:

White English, Welsh, Scottish, Northern Irish or British Irish Gypsy or Irish Traveller Any other White background Mixed or Multiple ethnic groups White and Black Caribbean White and Black African White and Asian Any other Mixed or Multiple ethnic background Asian or Asian British Indian Pakistani Bangladeshi Chinese Any other Asian background Black, African, Caribbean or Black British African Caribbean Any other Black, African or Caribbean background Other ethnic group Arab Option for other please specify Prefer not to answer

Employment/environment:

What was your employment status in 2020 prior to COVID-19 pandemic?

Please select the option that best applies. Employed Self-employed Unpaid work (homemaker/carer) Out of work and looking for work Out of work but not currently looking for work Student Volunteer Retired Unable to work Prefer not to answer Option for other please specify

What is your current employment status?

Please tick the option that best applies. Employed Self-employed Unpaid work (homemaker/carer) Out of work and looking for work Out of work but not currently looking for work Student Volunteer Retired Unable to work Prefer not to answer Option for other please specify

What is your healthcare profession/helping profession?

Please state your job title. Open question

How often did you work from home before the COVID-19 pandemic?

Not at all, rarely, some, most, everyday Option for N/A

How often did you work from home during the first UK national lockdown for COVID-19?

Not at all, rarely, some, most, everyday Option for N/A

How often did you work from home during the second UK national lockdown during COVID-19?

Not at all, rarely, some, most, everyday Option for N/A

How often have you worked from home during the third UK national lockdown during COVID-19?

Not at all, rarely, some, most, everyday Option for N/A

How often are you currently working from home during the COVID-19 pandemic?

Not at all, rarely, some, most, everyday Option for N/A

Mental health:

How would you describe your mental health leading up to the COVID-19 pandemic?

Excellent, Very good, Good, Fair, Poor

How would you describe your mental health during the COVID-19 pandemic?

Excellent, Very good, Good, Fair, Poor

What have been the main challenges working as a healthcare professional/helping profession during COVID-19 pandemic? Open question

Data analysis: Firstly, any missing data was checked by the researcher and noted in the results section. The data was then analysed using a statistical software package called Statistical Package for the Social Sciences version 28 (SPSS-28). Descriptive statistics were collected to organise and summarise the data, and a correlation coefficient describes the strength and direction of the relationship between two variables. Inferential statistics were used to determine whether the effects were statistically significant. Responses to the open-ended question were coded and examined for key themes and patterns utilising the Braun and Clarke (2006) thematic analysis approach.

Ethical considerations: The study was approved by the Health Science, Engineering and Technology Ethical Committee with Delegated Authority at the University of Hertfordshire.

The potential benefits and risks of partaking in the research were contemplated and presented on the information page to promote informed consent. Precautions to prevent harm to participants included eligibility criteria, excluding those under eighteen years older or experiencing mental health distress. As the questionnaire was based around employment and the working environment, another exclusion involved experiencing a recent job change which caused upset.

An anonymous questionnaire and optional input of demographic data fostered the participants’ right to autonomy, privacy and respect. Specific employment and organisation or company information were not collected to protect confidentiality. Although participants were initially deceived regarding the hypotheses, they were provided with accurate information about the purpose of the study. Deceit was appropriate to collect unbiased information and participants were subsequently informed of the hypotheses on the debrief page.

The Gig Rights Project survey was undertaken to gain a deeper understanding UK platform worker support for labour rights, policy interventions and collective representation. Therefore, the aim of the survey was to gather data on the policy and representation preferences of these workers as well as other key factors which might influence these preferences. Respondents were asked to select the three labour rights and policies that would most benefit their working life if applied to their platform work. Respondents had a choice of 13 labour rights and 13 other policies to make their selection from. These labour rights and policies were generated from reviewing publicly available policy recommendations and discussions with our external advisory partners (Advisory, Conciliation and Arbitration Service (Acas), Charted Institute for Personnel and Development (CIPD), International Labour Organization (ILO), Royal Society for the Encouragement of Arts, Manufactures and Commerce (RSA) and Trade Union Congress (TUC). We additionally adopted questions from the Understanding Society, COLLEEM, iLabour, Skills and Employment, British Social Attitudes surveys in order to collect data on respondents’ platform work, working conditions, representation preferences, and political values.

The survey was piloted with five current or former platform workers: two current remote platform workers, a former delivery local platform worker, a former ridehail local platform worker and a current handyperson local platform worker. Where possible, to ease comparison with existing quantitative research, we based our questions or survey items on established social surveys. Improvements were made to the wording of the questions based on the feedback provided during the piloting. The research received ethical approval from the Bristol University School of Management Research Ethics Committee.

The survey was administered to a strategically targeted ‘river’ sample which included good representation across conceptually important categories, such as remote or local platform work, migrant or UK-born, male or female, younger or older and more or less educated. By doing so, it is possible to highlight where preferences for rights and policies seem unlikely to be influenced by such characteristics due to the absence of substantial differences between groups. Conversely, this approach allows to identify outcomes that are more likely to be sensitive to the actual makeup of the platform worker population. To generate our targeted sample, we advertised our survey directly to UK-based workers active on Facebook and Instagram using the advertising portal. (Facebook Ads Center) which allows the placement of advertisements on both social media platforms. The advantage of this approach is that Facebook and Instagram use is so widespread that self-selection into the sampling frame is not a concern. Recent estimates indicate that approximately 71 per cent of adults in the UK are active on Facebook and are not especially stratified by demographic characteristics.

Using the platform advertising features, we directly targeted our survey at users who, for example, listed their interests as ‘Ubereats’, ‘delivery (commerce)’, ‘Uber (company)’, ‘Drive with Uber’, ‘Taxi Driver’, ‘Hybrid electric vehicle’, ‘TaskRabbit’, ‘Care.com’ or ‘Airtasker’; their employer as ‘Deliveroo’, or their job title as ‘delivery’ ‘Taxi Cab Driver’ or ‘Car Driver’. Users matching these interests, employer or job titles, were targeted with bespoke adverts designed for delivery, drivers and domestic platform workers on Facebook/Instagram. We recruited 257 local platform workers in this manner. Those who completed the survey were offered the chance to win an iPad.

Previous quantitative research has demonstrated the potential for using platform-based adverts to effectively sample remote platform workers. We therefore followed this proven approach and recruited 253 remote platform workers from Upwork - a leading remote work platform. To do this we listed our survey as a job on the platform and in line with quotas for task and gender derived from the International Labour Organization’s (ILO) Online Labour Index. Those who completed the survey were compensated with a £10 payment. Between March and June 2022, 510 UK gig economy workers active on Facebook, Instagram or Upwork were surveyed.

Key findings are strong support for labour rights, trade unions and co-determination. Low pay, insecurity, risk and lack of organizational voice provides a rationale for these preferences. Moreover, platform workers’ preferences are seemingly influenced by wider inequalities, with significant differences according to gender and country of birth. Additionally, remote platform work entails significantly better pay, more flexibility, greater influence over how to do their job, greater sense of doing useful work, better health and safety, less pain, and less work-related insecurity. In contrast, local platform work entails greater organisational influence and less physical isolation.

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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.

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Lone Worker Safety Solutions Market Size 2025-2029

The lone worker safety solutions market size is forecast to increase by USD 185.9 million, at a CAGR of 8.8% between 2024 and 2029.

The market is driven by the increasing recognition of the high risks associated with lone work, particularly in industries such as healthcare, transportation, and construction. The need to ensure the safety and wellbeing of employees working alone, often in remote or hazardous environments, has become a top priority for organizations. However, market growth is challenged by the poor or inadequate implementation of workplace safety norms in developing or underdeveloped countries. This creates a significant opportunity for companies to expand their reach and offer solutions that address this gap. Furthermore, the market is experiencing increased mergers and acquisitions and collaboration activities among companies, leading to the consolidation of market players and the emergence of new offerings. Companies seeking to capitalize on market opportunities should focus on providing comprehensive, easy-to-implement safety solutions that cater to the unique needs of lone workers in various industries. Effective communication and real-time monitoring technologies are key areas of innovation, as they enable organizations to quickly respond to emergencies and ensure the safety of their lone workers. Additionally, partnerships and collaborations with industry bodies and safety organizations can help companies build credibility and trust in the market.

What will be the Size of the Lone Worker Safety Solutions Market during the forecast period?

Explore in-depth regional segment analysis with market size data - historical 2019-2023 and forecasts 2025-2029 - in the full report.
Request Free SampleThe market continues to evolve, driven by the increasing demand for remote worker safety and the integration of advanced technologies. Human factors and safety management software play a crucial role in ensuring compliance with industry best practices. Real-time location tracking and user experience are key considerations, with remote monitoring and data encryption essential for maintaining security. GPS tracking and IoT devices enable real-time dashboards and predictive analytics, providing valuable insights for risk assessment and incident management. Scheduled check-ins, work authorization, and automated notifications enhance safety procedures, while proximity sensors and man-down detection offer critical alerts in case of emergencies. Two-way communication and emergency alerts are essential for effective emergency response planning. Cloud-based platforms and network connectivity ensure system reliability, while data security and privacy concerns are addressed through ISO standards and compliance reporting. Safety procedures in construction and industrial settings are further enhanced through the integration of task management, motion detectors, and fall detection systems. Wearable sensors and automated notifications enable remote worker safety, while communication protocols and location-based services offer real-time information for risk mitigation. The ongoing unfolding of market activities reveals a continuous focus on improving safety and efficiency, with a growing emphasis on data analytics and workplace safety training. Lone worker monitoring and compliance reporting are integral components of this evolving landscape, ensuring the protection of workers in various sectors.

How is this Lone Worker Safety Solutions Industry segmented?

The lone worker safety solutions industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD million' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments. TypeDevicesSoftware platformsEnd-userConstructionIndustrial sitesOil and gasMiningOthersPerformance FeaturesGPS TrackingEmergency AlertsFall DetectionSolution TypeWearable DevicesMobile AppsMonitoring SystemsGeographyNorth AmericaUSCanadaMexicoEuropeFranceGermanyItalySpainUKMiddle East and AfricaUAEAPACChinaIndiaJapanSouth KoreaSouth AmericaBrazilRest of World (ROW)

By Type Insights

The devices segment is estimated to witness significant growth during the forecast period.Lone worker safety solutions have gained significant attention in the US market, particularly for those working in remote or hazardous environments. These devices prioritize the safety and well-being of workers by offering real-time location tracking, user-friendly experiences, and automatic alerts for potential risks. Advanced features include motion detectors, remote monitoring, data encryption, and lone worker monitoring through cloud-based platforms. Industry best practices emphasize the importance of emergency response planning, network connectivity, and two-way communication for effective risk mitigation.

Gig Based Business Market Outlook

The global gig-based business market size was valued at approximately $204 billion in 2023, and it is projected to reach an astounding $455 billion by 2032, growing at a compound annual growth rate (CAGR) of 9.4%. This remarkable growth can be attributed to increasing digitalization, evolving work preferences including the desire for flexible work hours, and technological advancements facilitating easy access to gig opportunities. The gig economy has revolutionized the traditional job market, providing a plethora of short-term, flexible jobs across various sectors.

One of the primary growth factors driving the gig-based business market is the changing perception of employment and work-life balance. With an increasing number of millennials and Gen Z workers seeking flexibility and autonomy in their professional lives, the demand for gig-based jobs has surged. This demographic prefers the freedom to choose their work hours and projects, rather than committing to long-term employment contracts. Additionally, the COVID-19 pandemic has accelerated this shift as remote work and freelancing became more prevalent, further solidifying the gig economy’s foothold.

Technological advancements and the proliferation of digital platforms have significantly contributed to the growth of the gig-based business market. The rise of smartphones and high-speed internet has facilitated the creation and expansion of various gig platforms, allowing workers to find and complete jobs seamlessly. These platforms offer sophisticated algorithms that match gig workers with appropriate tasks, ensuring a steady stream of opportunities. Furthermore, advancements in artificial intelligence and machine learning are enhancing the efficiency of these platforms, making gig work more accessible and appealing.

Economic factors and cost advantages are also pivotal in propelling the gig-based business market. For businesses, hiring gig workers presents a cost-effective solution to meet fluctuating demand without the overhead costs associated with full-time employees. This labor model allows companies to scale their workforce up or down based on current needs, leading to better resource management and cost savings. On the workers' side, gig jobs often provide a higher earning potential compared to traditional roles, especially for those with specialized skills.

Regionally, North America continues to dominate the gig-based business market, driven by a high concentration of tech-savvy individuals and a strong culture of entrepreneurship. However, other regions such as Asia Pacific are rapidly catching up, powered by a booming digital economy and a large pool of freelancers. Europe is also experiencing considerable growth, particularly in countries like the UK and Germany, where the gig economy is being increasingly recognized and regulated. The diverse regulatory landscapes across different regions are shaping the market dynamics and influencing the adoption rates.

Service Type Analysis

The gig-based business market is segmented by service type into ride-sharing, delivery services, freelancing, home services, and others. Ride-sharing services, exemplified by companies like Uber and Lyft, have seen significant growth due to urbanization and the increasing demand for convenient and affordable transportation. These platforms connect drivers with passengers through mobile apps, offering a flexible income source for drivers and an efficient transportation option for users. The rise of electric vehicles and autonomous driving technologies is expected to further revolutionize this segment.

Delivery services, including food and package delivery, have experienced exponential growth, particularly during the COVID-19 pandemic. Companies like DoorDash and Instacart have capitalized on the surge in demand for contactless delivery options. The convenience offered by these services has led to sustained customer adoption, even post-pandemic. Strategic partnerships with restaurants and retailers, coupled with advancements in logistics and delivery technologies, are driving the expansion of this segment.

Freelancing encompasses a broad range of jobs, from graphic design and software development to content writing and consulting. Platforms like Upwork and Fiverr have become integral to the gig economy, connecting freelancers with clients worldwide. The flexibility and diversity of opportunities in freelancing make it an attractive option for professionals seeking varied projects and work-life balance. As businesses continue to outsource specialize

There were approximately 88,000 employees on job-sharing contracts in the United Kingdom in 2024, compared with 103,000 in 2023. This type of contract, where two part-time workers perform the work of one full-time person, has seen a net decrease of around 97,000 when compared with 2013.

Supplementary file for article “Is this a new dawn for accessibility?” A qualitative interview study assessing teleworking experiences in adults with physical disabilities post Covid-19

Background While employers plan how to restructure working practices after the initial response to the Covid-19 pandemic, it is essential that the disability community are represented in research addressing telework; their expertise is invaluable for ensuring equity from the outset.

Objective The current study qualitatively investigated how people with physical disabilities negotiate telework in a post-Covid era.

Methods Ten participants with a range of physical disabilities were recruited and interviewed. Themes were generated from the data utilising an established method of reflexive inductive thematic analysis.

Results Increased flexibility as well as control over work schedules and the environment facilitated by teleworking, improved participants’ disability management, health, work performance, and personal opportunities. However, the importance of choice to work in-office, of implementing additional physical and virtual work adjustments, and of flexible work patterns to remove barriers to accessibility when homeworking was emphasised. Active efforts by employers to create an inclusive and flexible work culture were identified as crucial to ensure that integration and professional development of employees with disabilities, understanding of disability experience, and normalisation of accessibility needs are not diminished by the decreased visibility incurred by teleworking.

Conclusions Teleworking is not a panacea for resolving the disability employment disadvantage. Rather, teleworking could be a springboard upon which further flexibility and choice can be built to shift organisational practices to better accommodate individual employees, with and without disabilities, post-Covid. It is imperative to act on such insights to create accessible workplaces to facilitate more inclusive workforces.

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Digital Workplace Market Size 2025-2029

The digital workplace market size is forecast to increase by USD 709.24 billion at a CAGR of 51.5% between 2024 and 2029.

The market is experiencing significant growth, driven by the reduced hardware costs for enterprises and the increasing adoption of Bring Your Own Device (BYOD) policies in Small and Medium-sized Enterprises (SMEs). These trends are transforming the way businesses operate, enabling greater flexibility and productivity. However, the market also faces challenges, particularly in the area of data privacy and security. As organizations adopt digital workplace solutions, ensuring the confidentiality, integrity, and availability of sensitive information becomes paramount. Failure to address these concerns effectively can result in reputational damage and financial losses. Companies seeking to capitalize on market opportunities and navigate challenges effectively must prioritize data security in their digital transformation initiatives.
By investing in robust security measures and implementing best practices, businesses can mitigate risks and build trust with their customers and employees. In summary, the market is characterized by cost savings, increased flexibility, and growing adoption, but also requires a strong focus on data privacy and security to thrive.

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The market continues to evolve, with dynamics shaping its applications across various sectors. Digital literacy and employee empowerment are key drivers, necessitating change management in adopting new technologies. Virtual desktop infrastructure and productivity apps facilitate agile methodologies, while machine learning and workforce analytics enhance digital transformation. Instant messaging and collaboration tools foster communication, and unified communications streamline project management. Digital Signage and file sharing improve user experience, while user interface design ensures seamless integration. Augmented Reality And Virtual Reality offer innovative solutions, and cloud-based services enable enterprise mobility. Learning management systems and flexible work arrangements prioritize employee engagement and experience.
Security protocols and data privacy are essential considerations, with artificial intelligence and robotic process automation enhancing compliance regulations. Video Conferencing and remote work solutions enable work-life balance, ensuring a productive and efficient digital workspace strategy. The Internet of Things and compliance regulations further shape the market's ongoing evolution.

How is this Digital Workplace Industry segmented?

The digital workplace industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments.

Component

  Solution
  Service


Application

  Large enterprises
  Small and medium enterprises


Deployment

  On-premise
  Cloud


Industry Application

  IT and telecom
  BFSI
  Healthcare and life sciences
  Government and public sector
  Others


Geography

  North America

    US
    Canada


  Europe

    France
    Germany
    Italy
    UK


  Middle East and Africa

    Egypt
    KSA
    Oman
    UAE


  APAC

    China
    India
    Japan


  South America

    Argentina
    Brazil


  Rest of World (ROW)

By Component Insights

The solution segment is estimated to witness significant growth during the forecast period.

The market is experiencing significant growth as businesses increasingly adopt technologies that enable employee empowerment and knowledge management. Change management plays a crucial role in implementing these solutions, ensuring a harmonious transition for the workforce. The digital workspace, encompassing virtual desktop infrastructure, file sharing, and cloud-based services, is a key area of investment. Machine learning and workforce analytics drive productivity and efficiency, while agile methodologies and digital transformation enable flexibility and adaptability. Employee engagement is a top priority, with productivity apps, instant messaging, and collaboration tools fostering a collaborative environment. Digital workplace strategy is guided by the Internet of Things and unified communications, enabling seamless interaction between employees, devices, and systems.

Augmented reality and digital signage offer immersive experiences, while project management tools ensure harmonious execution of projects. Robotic process automation, enterprise mobility, and learning management systems streamline processes and enhance digital literacy. Flexible work arrangements, work-life balance, and compliance regulations are addressed through digital solutions. Sec

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Staffing Services Market Size 2024-2028

The staffing services market size is forecast to increase by USD 236.6 billion at a CAGR of 6.53% between 2023 and 2028. The market is experiencing significant growth, driven by several key factors. Firstly, the increasing demand for jobs in the labor market continues to fuel the need for staffing services. Secondly, the trend towards remote work and hybrid models has created new opportunities for staffing firms to provide flexible workforce solutions. Lastly, regulatory compliance is a mandatory consideration for staffing services, ensuring adherence to labor laws and industry standards. These factors, among others, are shaping the market landscape and presenting both opportunities and challenges for staffing providers. By staying abreast of these trends and regulatory requirements, staffing firms can effectively meet the evolving needs of their clients and candidates.

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The market encompasses various types of employment arrangements including Contract Staffing and Temporary Staffing. Recruitment agencies play a vital role in providing Employees for businesses, especially for Skilled Candidates who are in high demand. Fixed-term Contracts, Casual Work, and Seasonal Work are common staffing solutions for businesses with fluctuating Workforce Requirements. Online Recruitment has become increasingly popular due to its Cost-effective Hiring benefits and the ability to access a vast Talent Pool. In today's business environment, Staffing Services have become essential for various industries, especially Healthcare, where staff shortages can have serious consequences. Unemployment rates and Business activity influence the demand for Staffing Services. Staffing factoring services and Online factoring platforms offer financial solutions to help businesses manage cash flow during Client payment delays and High client turnover. FinTech companies are revolutionizing the Staffing Services industry with Automated processes, Digital payment solutions, and Blockchain technology. Non-recourse factoring is a popular financing option for businesses. The Staffing Services Market is also witnessing the emergence of Cross-Border Recruitment, Job Opportunities, and Talent Mobility. Job Vacancies and Staffing Needs continue to shape the market, with detailed Job Descriptions guiding the recruitment process.

Market Segmentation

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

Type

  Temporary staffing
  Permanent placement
  Contract staffing
  Outsourced recruitment
  Executive search


End-user

  Information technology
  Healthcare
  Manufacturing
  Finance and accounting
  Others


Geography

  North America

    US


  Europe

    Germany
    UK


  APAC

    Japan


  South America



  Middle East and Africa

By Type Insights

The temporary staffing segment is estimated to witness significant growth during the forecast period.The temporary staffing sector holds a substantial share in The market in 2023. This segment caters to the temporary hiring demands of organizations due to short-term projects or seasonal fluctuations. Temporary staffing encompasses a range of jobs, from entry-level positions to specialized roles, across industries such as healthcare, manufacturing, IT, and finance. Key players in The market, including ManpowerGroup, Randstad N.V., and Adecco Group, provide temporary staffing solutions for various industries. ManpowerGroup simplifies the recruitment process for firms of all sizes with their hassle-free temporary staffing offerings. Randstad N.V. Offers flexible hiring options, enabling companies to optimize hiring costs and efficiently onboard skilled professionals in response to changing business and client needs for a limited period.

Financial services, such as recourse factoring, can support staffing agencies in managing their working capital requirements during the staffing process. Regulatory oversight ensures that these services are provided ethically and in compliance with industry standards.

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The Temporary staffing segment accounted for USD 192.90 billion in 2018 and showed a gradual increase during the forecast period.

Regional Insights

APAC is estimated to contribute 33% to the growth of the global market during the forecast period. Technavio's analysts have elaborately explained the regional trends and drivers that shape the market during the forecast period.

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In North America, the market experienced significant growth in 2023, with a

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IT Staffing Market Size 2024-2028

The IT staffing market size is forecast to increase by USD 96.8 billion at a CAGR of 8.5% between 2023 and 2028. The market is experiencing significant shifts as businesses increasingly rely on technology and data-driven recruitment strategies. Expanding collaborations between organizations and freelance workers are driving market growth, as digital transformation continues to reshape industries. To address this issue, recruitment marketing strategies, such as employer branding and HR payroll, are gaining popularity. However, the scarcity of skilled professionals poses a challenge. Human cloud services are also gaining traction, offering businesses access to a flexible workforce. Ethical data use is a critical consideration in these efforts, as intelligent algorithms and telecommunications enable more efficient job recruitment processes. By staying abreast of these trends and implementing effective recruitment strategies, businesses can navigate the market and secure the talent they need to thrive.

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The market is undergoing significant changes due to the integration of advanced technologies. These innovations are revolutionizing HR activities, enabling organizations to recruit, retain, and manage IT professionals more effectively. Advanced technologies, such as AI and advanced analytics, are transforming the recruitment process. HR departments are leveraging AI to screen resumes, identify top candidates, and streamline interview scheduling. AI-powered chatbots are also being used to engage with candidates and answer their queries, providing a more personalized and efficient experience. Moreover, IT decision makers are increasingly adopting cloud services for their HR functions.

Moreover, cloud-based HR analytics tools enable organizations to gain insights into workforce productivity, performance, and retention. These tools help IT organizations make data-driven decisions, optimize their workforce, and improve overall business outcomes. The demand for cybersecurity professionals is also driving the market in the US. With the increasing number of cyber threats, organizations are investing in securing their digital assets. As a result, there is a growing need for skilled cybersecurity professionals to protect against these threats. The digitization of HR functions is also leading to the automation of routine HR tasks, freeing up HR staff to focus on more strategic initiatives.

Furthermore, this trend is particularly relevant in the context of remote work and hybrid models, which have become increasingly common due to the pandemic. However, the market in the US is facing talent shortages, particularly in niche areas such as AI and cybersecurity. To address this challenge, organizations are focusing on diversity, equity, and inclusion initiatives to broaden their talent pool. They are also investing in candidate experience to attract and retain top talent. Leading companies in the market are also offering professional services to help organizations navigate these changes. For instance, Bullhorn for Salesforce is a popular solution that streamlines hiring processes and improves talent acquisition.

Market Segmentation

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

Type

  Temporary staffing
  Permanent placement
  Contract staffing
  Outsourced recruitment
  Executive search


End-user

  Information technology
  BFSI
  Telecommunication
  Manufacturing
  Others


Geography

  North America

    Canada
    US


  Europe

    Germany
    UK
    France


  APAC

    China
    India
    Japan


  South America



  Middle East and Africa

By Type Insights

The temporary staffing segment is estimated to witness significant growth during the forecast period. The market in the US is experiencing shifts in response to emerging technologies and evolving business needs. Temporary staffing, a flexible employment model, plays a crucial role in this sector, enabling organizations to access skilled professionals for short-term assignments and adapt to project demands. The total number of temporary IT positions also saw a decline of 12.5% between these years. Automation, cloud services, and cybersecurity are key areas driving the demand for skilled employees in the IT industry.

Furthermore, as digitization continues to transform businesses, companies require professionals with expertise in these areas to maintain and optimize their technology infrastructure. Software developers and remote IT operations specialists are also in high demand, as organizations increasingly rely on technology to support their operations. Talent inventory

Approximately 504,000 employees in the United Kingdom were employed on job contracts to work a compressed working week in 2024, compared with 490,000 a year earlier.