Earlier this week, Nicola Willis, Public Service Minister in the New Zealand government, sparked fresh debate by stating that working from home shouldn’t be an automatic right for public servants.
This taps into a broader global debate, with CEOs from companies like L’Oréal and Goldman Sachs pushing for in-office work, arguing that face-to-face interaction boosts collaboration and innovation. Yet, as more companies demand returns, many are raising concerns – especially for women and people with disabilities, who find remote work essential for managing caregiving, accessibility, and life balance.
On the flip side, fully remote companies like GitLab and Automattic have proven that businesses can thrive without ever stepping foot in an office. For many, the flexibility of remote work has been life-changing, but it’s not without its downsides – there are real concerns around career visibility, progression, and feeling isolated.
Data from WFH Research shows that while remote work increases job satisfaction and reduces burnout, the challenge is finding a balance between the benefits and the hurdles it creates.
So where do we go from here? Hybrid models seem to be the middle ground, letting employees keep flexibility while still benefiting from in-office time. To dive into the data and find what could work for your business, check out WFH Research.
