The age of remote work may be coming to an end, experts say, and this could have a significant impact on both how American workers approach their careers and how companies look to hire. A new report from MyPerfectResume found that 45 percent of workers predicted the number of remote job openings will drop in 2024. This shift is already being seen as mega companies like Amazon, Apple, and Disney have issued partial or full return to office policies, signaling a major change in how work-from-home arrangements are being handled.
According to a fall Resume Builder survey of 1,000 company leaders, 90 percent indicated they planned to return workers to the office by the end of 2024. This shift reflects a tightened labor market since the early days of the post-pandemic period, which saw many Americans leaving their jobs in what was dubbed “The Great Resignation.” However, for 2024, almost 2,000 employees surveyed by MyPerfectResume are calling it the year of “The Big Stay,” with 80 percent expecting a different trend than the mass exodus seen in previous years.
Miriam Groom, an HR strategist and senior director for talent management at KPMG in advisory services, noted that companies are reassessing their long-term operational models post-pandemic. While some industries like tech, marketing, and digital content may still offer remote work opportunities, others like healthcare, retail, and manufacturing are less likely to do so. Groom suggests that a hybrid approach, combining remote work with traditional office setups, may be the way forward to create a more adaptive and resilient work environment.
However, there may be pushback from employees who have grown accustomed to remote work. A recent FlexJobs report found that 95 percent of working professionals want some type of remote work, with 63 percent stating that remote work is more important to them than salary. David Lewis, CEO of HR consulting firm OperationsInc, believes that employees will ultimately drive the end of the remote work era, as they seek the social component and potential career advancement opportunities that come with being in the office.
As remote work becomes a more established option within companies’ overall hybrid work structures, Lewis foresees the potential for “remote worker discrimination” to emerge. Companies may face lawsuits from employees who feel they were passed over for promotions or judged unfairly due to their remote work arrangements. Until the unemployment rate rises significantly, Lewis believes that employees will have the upper hand in deciding the future of remote work. Companies will need to provide flexibility and options for their workers, rather than forcing a return to the office.
In conclusion, the shift away from remote work in 2024 could have far-reaching implications for both employees and employers. While some industries may continue to offer remote work opportunities, others are likely to prioritize in-person collaboration. The key will be finding a balance between remote and in-office work that meets the needs of both employees and companies in a post-pandemic world.
