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High-profile firms may be making headlines with return-to-office demands, but new data confirms that remote work is not retreating and companies are embedding flexibility rather than winding it down.
Figures from the US Census Bureau’s Business Trends and Outlook Survey, based on more than 150,000 employers between August 2024 and January 2025, show 31% of businesses had at least one employee work a full day from home in the prior two weeks. On average, staff spent 1.04 days away from the office each week, a figure expected to remain almost identical in 2029 at 1.00 days.
Formal rules fade, trust grows
Just 4.1% of firms report a policy mandating office attendance, with the information sector slightly higher at 6.9%. The majority rely on informal arrangements aligned to projects and team needs. Oversight remains light-touch as 70% of companies do not track in-person attendance, and 75% use no monitoring technology when people log in from home.
For those that do, the tools are largely conventional, such as deliverable checks or verifying participation in online meetings. The intrusive surveillance measures that once dominated debate are confined to a small minority. Trust and output have become the primary markers of accountability.
Among firms where location-based salary could apply, only one in six adjust pay according to geography. For most, compensation is tied to contribution rather than ZIP code.
Limits shaped by job type
While RTO proponents often cite falling performance levels as an argument for ending flexible work, only 15.6% of businesses reported no performance gap between on-site and remote work, 6.6% believed office work yielded better results, and 2.1% pointed to higher output at home. Most said differences were hard to measure because comparable roles were limited.
Objections to remote work were more practical than cultural, with some 61% citing tasks that cannot be done off-site, such as manufacturing, restaurant service, or healthcare. Productivity concerns accounted for 11.7%, while 9% mentioned challenges with mentoring or teamwork. Legal and security issues were in the low single digits.
Delivering Consistent HR Services for Deskless Workers
Can HR truly reach every employee — whether office-based, hybrid or deskless?
Deskless workers represent ~80% of the global workforce, yet most HR systems were designed for desk-based employees.
This ebook explores how to build a multichannel HR service delivery strategy — combining portals, mobile apps, email and conversational interfaces — to deliver consistent HR services, improve accessibility, and create a seamless employee experience across the entire workforce.
Based on research conducted by Neocase with clients and stakeholders in the industrial sector, it highlights practical insights on:
Why deskless environments reveal structural gaps in HR service delivery
Why multichannel HR requires governance, not just more channels
How mobile-first access can transform frontline HR interactions
What you will learn from this eBook:
How to reach employees without desk access
How to structure HR service delivery across sites
How to reduce HR workload from employee requests
Real examples from large organizations
There are clear differences between sectors. In information services, for instance, seven out of 10 employers offered remote options, with an average of 2.86 days per week at home. By contrast, in accommodation and food services fewer than one in 10 provided any flexibility, averaging 0.13 days.
Smaller firms often used flexibility to substitute for office costs. Those with one to four employees averaged 1.36 days of remote work per week, while enterprises with more than 250 employees averaged just over one day, balancing collaboration with scale.
More than four years after lockdowns first pushed white-collar roles into home offices, the pattern has matured. Remote work has shifted from temporary response to standard HR practice, embedded into company structures and long-term planning.
