Who Gets to Work from Home in a Return to Office World? Discover the Key Players!

As companies push for employees to return to the office, a surprising divide is emerging. Some people still get to wear comfy sweats and flip-flops while working from home, while others must put on real clothes and face the daily commute.

A recent survey by The Harris Poll for Indeed shows that not everyone has the same work flexibility. While many are eager for remote work options, the actual number of remote jobs is quickly shrinking. Only about 9% of job listings on Indeed now offer remote or hybrid work. Despite this, around 40% of job seekers are specifically looking for these roles, and many employees are secretly applying for remote work even if they claim to support returning to the office.

Your job type greatly influences your odds of working remotely. People in tech have nearly a 34% chance of landing remote roles, while those in finance and marketing fare well too, at 23% and 26%, respectively. However, customer service and therapy positions, which were mainly remote during the pandemic, are now seeing a drop in remote listings to around 7%.

Doug Dennerline, CEO of Betterworks, points out that there’s a double standard with return-to-office rules. For those earning less and with fewer qualifications, the pressure to return to the office is stronger. This gap is especially tough on working moms. According to the survey, nearly 60% of women aged 35 to 44 are on the hunt for remote jobs. Plus, juggling kids and work is much simpler when you don’t have to worry about commuting, as Indeed career expert Priya Rathod notes.

Many employees now face daily complaints: 47% dread terrible commutes, 28% are hit with unexpected costs, and another 28% dislike having to wear real pants again. On top of that, about 25% are stressed about caring for their pets while they’re away from home.

For those seeking a balance, hybrid work models are gaining popularity, with 37% of job seekers targeting these positions. This preference is particularly strong among younger workers, suggesting that flexibility may be key to attracting new talent.

The reality is that the push for everyone to return to the office is hitting lower-income employees and working parents the hardest. Experts warn that strict return-to-office policies could widen the gap in workplace fairness.

Dennerline emphasizes that many employees find greater productivity and balance when working from home. As workplaces change, leaders must adapt and trust their teams to do their work, whether in an office or at home.