Remote work dips, but demand still outpaces 2019

New workforce data shows sharp decline in remote working since its 2020 peak, but remote roles still remain more common than before the pandemic.

The era of widespread remote work may be fading, according to new survey data. Yet the model remains significantly more prevalent than it was before COVID-19 reshaped workplace norms.

LinkedIn’s March 2025 Workforce Confidence Survey shows that remote roles are in decline. Just 26% of workers reported working remotely in February, down from 46% in October 2020. In contrast, 55% of employees now report working primarily on site.

Hybrid arrangements have held steady, growing modestly from 12% to 16% over the same period. The findings suggest that while the shift to remote work accelerated dramatically during the pandemic, that surge may have reached its natural limit.

Remote work remains above pre-pandemic levels

Despite the direction of travel, remote work has not returned to pre-pandemic norms. In 2019, only 6.5% of private sector workers operated remotely, according to the Bureau of Labor Statistics. That figure is now four times higher, highlighting a lasting impact on how and where people work.

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The pandemic created what some economists view as a statistical outlier, making standard comparisons more complex. While remote job availability may be trending down, it remains well above historical averages, reinforcing the notion that flexible work is now embedded in certain sectors.

For HR leaders, this presents a nuanced picture, in the sense that the remote market may be contracting, but still offers more opportunities than at any point prior to 2020. The challenge lies in managing the shift while meeting changing employee expectations.

Hiring still active in remote-friendly firms

Even as overall demand for remote positions cools, several organizations continue to actively recruit for flexible roles. Firms that launched during or after the pandemic, such as Coinbase, Atlassian and Cash App, have often maintained remote-first structures. Others, including Autodesk, Kelly and Yelp, for example, continue to offer hybrid or fully remote options as part of their workforce strategy.

Those employers demonstrate that remote hiring remains viable when aligned with operational goals. For HR and talent leaders, the emphasis is shifting from widespread availability to criteria such as role, function and business need.

At the same time, a tighter labor market may also be influencing remote job trends. While mass layoffs have yet to materialize, hiring has slowed in some areas, raising concerns about future job availability. A potential economic downturn could further dampen demand for remote roles.

Yet for many workers (and employers) remote work is no longer a temporary solution. It is now an embeded component of the modern workforce, evolving in line with broader shifts in labor supply, technology and employee preference.