The evolution of working from home

Exploring the Evolution, Opportunities, and Legal Landscape of Remote Work Across the Globe

Feb 12, 2025

In this article, we explore the history, growth, and global impact of remote work, examining various work models, industries, and legal frameworks. I highlight the rise of remote-friendly roles and the challenges and opportunities this shift presents for both employees and employers. As part of a mini-series, this piece sets the stage for the next chapter, where we will delve into the positive and negative aspects of remote work, the growing tension between employees and employers regarding expectations, and how employers can successfully implement hybrid or remote work models. We will also explore key considerations and steps for effective implementation.

A Brief History of Working from Home

In earlier times, many people worked from home. Artisans and merchants often conducted their business from their own residences. However, the Industrial Revolution brought a major shift, moving work to centralised locations such as offices and factories. This transformation established the modern work environment as we know it today. Still, it wasn’t until the rise of telecommunications in the 1970s that remote work became a viable option for a broader segment of the workforce—though it remained relatively limited

The term "telecommuting" was introduced in 1973 by NASA engineer Jack Nilles, marking the beginning of modern remote work practices. Later, the internet boom of the 1990s and 2000s further accelerated remote work by providing essential tools for communication and collaboration. These technological advancements have been key to make remote work feasible. Some of the most important enablers include cloud computing, unified communications (UC) platforms, video conferencing tools, and project management software.

Although remote work is not a new concept, key events over time have made it more common, more widely accepted, and, in some case, even a necessity. The COVID-19 pandemic played a pivotal role in accelerating its adoption, forcing companies worldwide.

Common Types of Remote Work

Remote work has become a standard practice, evolving into diverse models that cater to different professional needs and workplace structures. These models range from fully remote roles to more flexible arrangements that blend office and home-based work:

Fully Remote Work – Employees work entirely outside a traditional office environment, often from home or co-working . This model is common in roles such as web design, graphic design, and customer service
Hybrid Work – Employees divide their time between remote work and in-office work based on a predefined schedule. This arrangement provides flexibility while maintaining regular in-person collaboration
Remote-Friendly Roles – These positions are primarily office-based but allow occasional remote work, depending on company policies. Unlike structured hybrid models, these roles offer less consistency in remote work opportunities, with employees typically working from home on an ad-hoc basis

Who Can Work Remotely?

Many white-collar jobs can be done remotely, especially those that do not require face-to-face interactions. On the other hand, jobs such as plumbing or retail require an on-site presence. Certain industries are particularly well-suited for remote work due to their reliance on digital tools and the nature of their tasks:

Information Technology (IT) and Software Development – IT professionals, including software developers and IT support specialists, can work from virtually anywhere with internet access
Marketing and Digital Media – Marketing roles, such as content creation, digital marketing, and social media management, are often conducted on online platforms
Finance and Accounting – Many financial tasks, such as bookkeeping, financial analysis, and accounting, can be performed remotely, a trend that has led to significant growth in remote roles within the finance sector
Customer Service – With modern communication technologies, customer service representatives can assist clients remotely, providing flexibility for both employees and employers
Education and Training – The rise of e-learning has enabled educators, online tutors, and instructional designers to teach from virtually anywhere
Healthcare Administration – Beyond direct patient care, roles such as medical coding, billing, and records management can be performed remotely, and even some minor medical appointments can be carried out online
Freelancers and Open Professions – Freelancers, contractors, and self-employed individuals have been practising remote work for the longest time. Professions such as writing, graphic design, web development, and consulting, often carried out by freelancers, naturally align well with remote work. These workers typically use digital platforms to collaborate with clients and maintain flexible schedules

World Economic Forum

The list is likely to expand in the near future, driven by constant technological advancements that continue to reshape the way we work. Emerging technologies such as artificial intelligence, virtual reality, and advanced collaboration tools are making remote work more integrated and efficient across various industries. Even if not all roles become fully remote, many will likely adopt remote-friendly options, allowing employees greater flexibility while maintaining in-person interactions when necessary. As businesses embrace digital transformation, the definition of remote work will continue to evolve, offering new opportunities for professionals across different fields.

Global Perspectives on Remote Work

Cultural attitudes affect the adoption of remote work. In some cultures, face-to-face interactions are more valued, making remote work less appealing or even possible. On the other hand, cultures emphasising autonomy may find remote work a better fit. Economically, remote work offers benefits like cost savings for companies and increased job satisfaction for employees, but challenges such as isolation and maintaining company culture remain.

Different regions have specific approaches to remote work. According to Statista data, before the COVID-19 pandemic, only about 17% of U.S. employees worked remotely full-time. The pandemic forced a rapid transition, and by April 2020, it was already 44%.

Bar chart showing the change in remote work trends in the United States due to COVID-19 in 2020. The chart compares the percentage of employees working remotely before and after COVID-19 across different frequencies: never, less than 1 day per week, 1-2 days per week, 3-4 days per week, and 5+ days per week. Notable changes include a decrease in employees who never worked remotely (from 47% to 34%) and a significant increase in those working remotely 5+ days per week (from 17% to 44%). Source: Statista, Clutch.co.

Statista

According to ECB research in Europe, more than 60% of workers had never worked remotely before the pandemic, but by May 2022, most employees reported working from home at least one day per week, with two to four days per week being the most common preference.

Bar chart showing the number of work-from-home (WFH) days before, during, and after the COVID-19 pandemic, based on respondents’ preferences. The chart displays percentages of respondents who worked from home “Never,” “<1 day,” “1 day,” “2-4 days,” and “≥5 days” per week. Before the pandemic, most respondents never worked from home (over 60%), while during the pandemic, this dropped significantly, with more people working 2-4 or ≥5 days remotely. After the pandemic, preferences indicate a continued desire for more frequent WFH days compared to before COVID-19. Source: ECB (CES, May 2022).

ECB

This shift has led many companies to adopt hybrid work models. However, debates continue about productivity, corporate culture, and the impact on major business hubs such as New York, San Francisco, or London. Fewer office days means fewer coffees and lunches bought near offices. It has quite an impact on local economies and even on city dynamics.

Europe has seen a similar shift in remote work adoption, though with some regional differences due to labour laws, cultural attitudes, and government policies:

Nordic countries (Denmark, Sweden, Finland, and Norway) have long embraced flexible work arrangements, supported by strong labour protections and high digitalisation
Germany and France have traditionally had a more structured approach to work, but the pandemic led to significant regulatory changes. In France, remote work is now a legal right in certain conditions
Southern Europe (Italy, Spain, Portugal) had less remote work adoption pre-pandemic, largely due to traditions favouring in-person collaboration. However, hybrid models have been growing, particularly in tech and knowledge industries
The UK has seen a significant increase in hybrid work adoption, with 44% of UK employees working remotely at least part-time in 2023

Asia – varies significantly across countries, influenced by cultural norms, economic structures, and technological infrastructure. While approximately 30% of knowledge workers in Asia are expected to work remotely, adoption rates differ widely by nation. Asia is growing in popularity among digital nomads offering a blend of affordable living, vibrant cultures, and growing opportunities for remote work. In fact, some countries have even introduced formal regulations to attract and accommodate digital nomads, inviting them to work and live in their regions.

Japan: Despite technological advancements, Japan has been slower to adopt remote work. A survey revealed that only 46% of small and medium-sized enterprises (SMEs) implemented work-from-home (WFH) policies, compared to 88% of large firms
India: In India, the potential for remote work is higher among knowledge workers, with a theoretical WFH potential of 23.9%. However, actual adoption rates are lower, reflecting challenges in infrastructure and cultural attitudes
Southeast Asia: Countries such as Malaysia and Singapore have seen increased adoption of flexible work arrangements, including remote work, driven by technological advancements and changing societal norms

NordLayer

Legal Environment

Regulations for those working from home have evolved alongside the growing number of people adopting this work model. The legal framework for hybrid work in Europe and the United States reflects varying regulatory approaches, labour market cultures, and government priorities. As expected, Europe tends to have a more centralised regulatory system, while the U.S. takes a more decentralised approach.

Hybrid Work Regulations in Europe

In Europe, worker protections and legal rights are well-established, supported by a robust legislative framework. Labour laws in many European countries tend to be more protective of employees, with the European Union issuing guidelines on digital and flexible work practices. Regulatory bodies focus on maintaining a healthy work-life balance, ensuring data privacy, and preventing employee overwork in remote settings.

In several European nations, trade unions and worker councils actively negotiate remote work policies, ensuring that hybrid work arrangements benefit both employers and employees. Regulations also extend to health and safety requirements for remote work environments. Employers are expected to provide ergonomic support and ensure that home workspaces meet specific safety standards. These measures aim to protect workers’ physical and mental health, addressing concerns such as burnout and isolation.

With the increasing reliance on digital tools, European regulations such as the General Data Protection Regulation (GDPR) play a significant role in how companies manage data when employees work remotely. Regulators ensure that remote work does not compromise data security or personal privacy.

Hybrid Work Regulations in the United States

In contrast, the United States takes a more decentralised approach, prioritising employer flexibility and lacking a federal mandate on hybrid work. Unlike Europe, there is no overarching federal law governing remote work; instead, individual states and local jurisdictions establish their own guidelines. As a result, many remote and hybrid work policies are developed at the company level rather than through federal or state legislation. This gives employers significant flexibility but also leads to wide variations in practices across industries and regions.

While the Occupational Safety and Health Administration (OSHA) does not mandate specific remote work policies, it provides guidance on creating safe home office environments. This includes recommendations for ergonomic setups, safe electrical wiring, and overall workplace safety, ensuring that remote work does not pose health hazards. However, the focus is more on workplace safety than on prescribing the conditions under which remote work should take place.

There is also a growing political debate in the U.S. about worker rights and benefits in the context of remote work. Discussions at both state and federal levels explore ways to balance productivity with employee well-being, address wage structures, and assess the impact on traditional office hubs. Some local governments have begun considering incentives for companies that offer flexible work arrangements, recognising that remote work can expand talent access, reduce traffic congestion, and lower environmental impacts.

Hybrid Work Regulations in Asia

The legal frameworks governing remote work in Asia vary significantly across the region, reflecting diverse regulatory approaches and cultural perspectives. While some countries have established comprehensive regulations to facilitate flexible work arrangements, others are still in the process of adapting their legal systems to accommodate the evolving nature of work. The adoption of laws governing flexible work arrangements is progressing, prompting employers to implement changes such as adjusting work hours, allowing split shifts or job sharing, and authorising remote work. Some countries have adopted broad flexible work regulations, while others have focused specifically on remote work.

A diagram of a cultural dimensions

AI-generated content may be incorrect.

The sociocultural barriers of work‐from‐home arrangement due to COVID‐19 pandemic in Asia: Implications and future implementation

Looking Ahead: The Future of Remote Work and Emerging Global Trend

Remote work has transformed from a necessity during the pandemic into a defining feature of the modern workplace. As businesses and employees navigate this evolving landscape, the shift towards hybrid and remote-friendly models continues to reshape industries, legal frameworks, and economic structures worldwide. While remote work offers undeniable benefits—such as flexibility, access to a broader talent pool, and potential cost savings—it also presents challenges, including maintaining company culture, ensuring equitable policies, and addressing the long-term impact on urban economies.

As we move forward, organisations must strike a balance between flexibility and structure, fostering collaboration while leveraging emerging technologies to enhance productivity. Policymakers will also play a crucial role in refining regulations that support both employees and businesses in this new era of work.

In the next part of this mini-series, we will explore the advantages and disadvantages of remote work, the tensions between employee and employer expectations, and best practices for successfully implementing hybrid or fully remote work models. Stay tuned as we continue to examine the future of work in an increasingly digital world.

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