Context

The dataset describes the employed persons working from home as a percentage of the total employment, by sex, age and professional status.

Content

The time span is from 1992 to 2020. There are some special values and data flag in the dataset: (:) not available (b) break in time series (p) provisional (u) low reliability

The data fields meaning can be found on Eurostat site: here

sex [T] Total [F] Females [M] Males

frequenc: work from home frequency [USU] Usually [SMT] Sometimes [NVR] Never

age example:
[Y15-19] From 15 to 19 years [Y_GE15] 15 years or over

wstatus: activity and employment status [EMP] Employed persons [SAL] Employees [NSAL] Employed persons except employees [SELF] Self-employed persons [SELF_S] Self-employed persons with employees (employers) [SELF_NS] Self-employed persons without employees (own-account workers) [CFAM] Contributing family workers [NCFAM] Employed persons except contributing family workers [NRP] No response

Acknowledgements

The dataset is available at EU Open Data Portal:https://data.europa.eu/data/datasets/orjjzgdf3cnximvsokdfxw?locale=en

Inspiration

Which employment status is more flexible? How does Covid-19 have impacted the remote work status? Which EU countries are more remote-friendly?

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.

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