The years following the pandemic lockdown have been filled with uncertainty for remote workers. First, employees assumed that remote work would continue as employers realized the benefits of virtual collaboration.

But soon enough, those hopes were dashed as companies began imposing what is affectionately called RTO – back to the office. More tech employers and other organizations have started implementing two days a week at the office as part of their policy. It’s been three days and almost three years since the pandemic, and here we are with employers like Amazon mandating a mandatory return to five-day-a-week work. Of course, this was met with fierce pushback from telecommuting advocates and employees.

As we enter a new year, 2025, every professional and business leader should consider the following: What were the fundamental changes, trends and lessons from remote work (or lack thereof) in 2024 and how could shape the future of remote work in 2025?

Flex Index recently launched a report which discovered diverse remote and flexible work patterns in the United States this year across industries and locations. The report studied remote and flexible working in 9,000 companies employing more than 100 million workers worldwide.

They stated: “In the past 15+ months of tracking flexible working trends, we have witnessed a wide spectrum of policy types and movements. Some companies are heading in opposite directions; Macy’s is now forcing employees to return to the office or face termination. while H&R Block reversed its RTO mandate after listening to employee feedback.

“While the US as a whole has become more flexible, the adoption of workplace flexibility continues to vary significantly depending on how you slice it. Industries such as technology, financial services and media have been the biggest adopters of hybrid and remote work; industries that are more dependent on foot traffic tend to accept more office time. Small companies tend to gravitate towards larger models, which tend to choose hybrid approaches.

Remote work statistics for 2024

Let’s dig into each piece of information from Flex Index’s latest Flex Report:

1. Full-time office work is losing popularity

One of the findings revealed that the percentage of employers requiring full-time office presence fell by four percentage points over the year from Q1 (first quarter) 2024 (31% instead of 35%). This aligns with findings made by LADDERwhich confirms that remote and hybrid work is making a comeback.

2. The hybrid structure is the new norm

If you haven’t heard of the term ‘structured hybrid’, but you currently work or have worked in a company with a flexible working policy, you’ve probably come across it or experienced it at some point.

The structured hybrid is best described as the hybrid work model with railings. In this setting, the hours, days or percentage of time you would spend at home versus at the office are clarified by the employer or agreed upon in advance. This helps both parties set clear expectations and provides a measure of predictability.

Today, at least 37% of employers have adopted this hybrid work model, up from 20% in January 2023, according to the Flex Index.

3. Insurance is the second most popular industry for telecommuting

The report notes that behind technology, insurance is the most favorable industry for finding remote jobs. Only 7% of insurance companies require full-time office attendance. This makes the echo finding from the World Economic Forum, which revealed that financial professions are among the top industries for remote jobs, alongside technology.

4. To find remote work, move west

Analysis of the Flex report shows that when looking at specific areas of the US, the West appears to have the most flexible and fully available telecommuting, while the Northeast (think New England states) tends to have the highest concentration of employers offering workplace flexibility.

But if there’s one place to avoid for remote work, it’s the South, as the South is the geographic area that requires “the most time at the office,” according to the study.

And if you wanted to be precise in location, “metros with a higher cost of living tend to be more flexible,” the report said. “This is driven by a combination of industry mix, commute time, cost of being in office and even local politics.”

So what do all these findings indicate for 2025?

What to expect for remote work in 2025

First, employers should remember that their competitive advantage is remote work and flexible working patterns. As remote work resumes, many professionals will feel empowered to demand fully remote or hybrid working models, and you may find yourself losing talent to competitors – not just potential candidates for your roles, but even and existing members of the workforce. If 2024 has taught us anything, it’s that remote and flexible work is a non-negotiable if you want to attract and retain talent.

Another thing to keep in mind is that with the rise of structured hybrid models, there should be a greater emphasis on clear communication of expectations and limitations from both employers and employees. Both parties should be willing to hear the other and reach/agree to a compromise. This is especially true because structured hybrid models may not be practical for everyone.

With the insurance industry being one of the biggest proponents of telecommuting in the US, it would be reasonable to expect a rush for talent as professionals identify this and pivot careers (especially after reading this article). However, consider how a career in insurance could benefit your career in the long term and think about how it contributes to your overall goals, rather than entering the industry just because of the work benefits from a distance.

Finally, you have the option of either moving to the western US or metropolitan areas for better pay and telecommuting benefits, or staying where you are and switching to an employer based in these areas to take advantage of the popularity of remote work.

Overall, one thing is clear: location is everything. The remote work issue will continue to shape hiring decisions, company policies, and the breadth (or shrinking) of the talent pool in 2025.