Results of the RIGE project

The COVID-19 pandemic brought significant transformations to the functioning of modern labour markets, with one of the most noticeable changes being the spread of so-called remote work (work-from-home).

Following a substantial increase in the percentage of people working remotely during the pandemic, the share of remote workers initially decreased but began to stabilize globally from 2023 onwards. In Poland, data from Statistics Poland (GUS) indicates that in the first quarter of 2024, the number of people working from home, either regularly or occasionally, increased from 2.34 million (the level observed a year earlier) to 2.6 million, representing 15.1% of all employed individuals (BAEL, 2024). This reflects the growing prevalence of this form of work, although access to remote work varies among companies, professional groups, and economic sectors.

In an era of an aging population and human capital shortages, employees’ preferences regarding the form, time, and place of work have become increasingly important. Workers from different socio-economic backgrounds may have diverse preferences in this regard, which employers should consider to better align job offers with employee needs. Therefore, this study aimed to assess socio-economic factors such as age, gender, place of residence, number of children in the household, sector, job position, years of professional experience, mode of commuting, and perceived changes in quality of life outside work on office workers’ preferences for remote work in Poland.

The study was based on primary data collected through a representative survey of 639 Polish office workers. The analyses conducted revealed that the following factors significantly impact preferences for remote work in Poland:

• Age: The findings indicate that preferences for the extent of remote work decrease with age. Individuals aged 55-60, 61-65, and over 66 years are significantly less likely to prefer working from home than younger respondents (24-35).
• Position and professional experience: Business owners tend to work remotely. Additionally, individuals with 1-3 and 4-7 years of professional experience are more likely to prefer working from home than those with less experience. Employees in the private sector and those in the ICT and education industries also show a higher preference for remote work.
• Mode of commuting: People who commute by car as drivers, use public transportation (bus/tram/metro), or walk are less inclined to work remotely.
• Perceived impact of remote work on personal life quality: The analysis showed that a decline in personal life quality due to remote work leads to a lower inclination to accept working from home. This finding supports previous research that only individuals satisfied with working from home are willing to continue doing so. Those who struggle with self-discipline or work organization may not be well-suited for remote work.