Remote work is no longer a pandemic experiment — it’s now a cornerstone of the American labor market. In 2025, more than one in five U.S. employees still work from home at least some of the time. Federal agencies are pulling workers back to the office, while tech firms and small businesses continue to embrace flexibility as a competitive edge.
Below are the most important remote work statistics in 2025, grouped by category and backed by sources like the Bureau of Labor Statistics (BLS), Gallup, WFH Research, and others.
Around 21.6% of the U.S. workforce teleworked in April 2025. The telework rate has stayed between 18% and 24% since late 2022, showing remote work has stabilized as part of the economy (Eye on Housing).
Among jobs that can be performed remotely, 51% of employees are hybrid, 28% fully remote, and 21% fully on-site. Hybrid has become the default model for U.S. knowledge workers (Gallup).
Only 18.2% of federal employees teleworked in April 2025, down from 31.3% a year earlier. By mid-2025, 46% were fully on-site — more than double the national average (BLS, Gallup).
About 20.8% of private wage and salary workers teleworked in April 2025, maintaining an edge over federal adoption despite more return-to-office mandates (BLS).
In March 2025, about 29% of all paid workdays across U.S. firms were spent working from home, proving that hybrid work is now a structural norm (WFH Research).
Only 3.1% of workers without a high school diploma teleworked in April 2025, compared with 38.3% of those with a bachelor’s degree or higher. Education remains one of the strongest predictors of remote access (Eye on Housing).
By early 2025, 13% of full-time U.S. employees were fully remote, 26% hybrid, and 61% on-site. While hybrid dominates, remote-only roles are slowly expanding (WFH Research).
Since October 2022, the share of U.S. employees working remotely has fluctuated between 17.9% and 23.8%. This suggests remote work has reached a steady baseline rather than continuing to decline post-pandemic (Eye on Housing).
Federal employees worked remotely for an average of 4.8 hours per week (12.1% of total hours), compared to 5.7 hours per week (15%) for private-sector workers. The gap highlights stricter government restrictions compared with private employers (BLS).
.png)
In April 2025, nearly 25% of employed women teleworked compared to around 20% of men. This trend has been consistent since 2022 and reflects women’s higher uptake of remote flexibility (Eye on Housing).
Remote work remains concentrated among mid-career professionals:
The data shows that younger workers are least likely to access remote jobs, while mid- and late-career employees have greater flexibility (Eye on Housing).
Telework access strongly correlates with educational attainment. In April 2025, only 3.1% of employees without a high school diploma worked remotely, compared to 38.3% of those with a bachelor’s degree or higher. This shows that education remains one of the biggest predictors of who can work from home (Eye on Housing).
Breakdown of telework by education level:
As of April 2025, only 9.8% of construction workers and 8.1% of hospitality and leisure workers teleworked. These industries remain among the least compatible with remote arrangements due to the hands-on nature of the work (Eye on Housing).
In the technology sector, 47% of remote-capable employees are fully remote, 45% hybrid, and only 9% fully on-site. This makes tech one of the most remote-friendly industries in the U.S. (Gallup).
Hybrid arrangements among federal government employees fell from 61% in late 2024 to 28% in mid-2025. At the same time, the share of fully on-site federal workers rose to 46%, underscoring stricter return-to-office mandates compared to private industry (Gallup).
As of mid-2025, 51% of remote-capable employees follow a hybrid schedule, compared to 28% fully remote and 21% fully on-site. Hybrid has dipped slightly from 55% in late 2024 but still leads as the standard arrangement (Gallup).
In 2025, only 34% of hybrid workers said their schedule was entirely self-determined, down from 37% in 2024. Another 35% defer to their manager or team, while 31% follow employer mandates. Employers are asserting more control over hybrid flexibility (Gallup).
Just 54% of managers say they trust employees to be productive while working remotely, while 57% of employees feel they are trusted. This trust gap continues to shape remote policy debates (Gallup).
By June 2025, 27.9% of all paid workdays were remote, with small businesses credited for much of the growth due to their flexible arrangements (WFH Research).
Graph suggestion: Line chart of remote days as % of total, highlighting growth led by small firms.
On average, hybrid workers spend about 46% of their workweek in the office, or roughly 2.3 days out of 5. This balance reflects the “two-to-three days in-office” norm among U.S. employers (Gallup).
By early 2025, the U.S. workforce was split into 13% fully remote, 26% hybrid, and 61% fully on-site. While hybrid continues to dominate, fully remote jobs remain a growing minority (WFH Research).
Roughly 50% of U.S. jobs are considered remote-capable, meaning the work could theoretically be done from home. However, employer policies and industry type heavily influence whether this flexibility is offered (Gallup).
The federal sector reports 46% of employees fully on-site and just 28% hybrid, reflecting strict return-to-office mandates. By contrast, in the tech industry, 47% are fully remote and 45% hybrid, making it one of the most flexible industries (Gallup).
In a 2024 survey, 63% of respondents ranked remote flexibility as the most important job feature, ahead of salary and other benefits. Nearly 95% wanted at least some form of remote work (Staffing Hub).
When asked about ideal work arrangements, 54% of U.S. employees said they prefer to work fully from home, 41% favored hybrid setups, and only 5% preferred a full-time office schedule (Staffing Hub).
About 58% of women say fully remote work is ideal, compared with 42% of men. This preference gap reflects gender differences in flexibility needs and lifestyle balance (Staffing Hub).
More than 56% of professionals know someone who has quit or plans to quit due to return-to-office (RTO) requirements, showing the strong resistance to losing flexibility (Staffing Hub).
About 77% of remote professionals report being more productive working from home than in an office setting, challenging employer assumptions about on-site efficiency (Staffing Hub).
Roughly 67% of managers expect their employer to modify remote or hybrid policies in the next year, even though 79% say their teams are more productive remotely (Staffing Hub).
A 2025 survey found that 64% of employees would switch jobs if forced back to the office full time, highlighting how critical flexibility has become in retention strategies (Internago).
.png)
Half of U.S. workers (50%) cite remote-work options as their main reason for considering a job change. This outpaced higher pay (48%) and better work-life balance (46%) as job-switch motivators (Staffing Hub).
In 2025, 66% of employees working from home reported inadequate internet connections, making it the most common technical barrier to remote work. Connectivity remains a critical factor for productivity (Internago).
About 78% of teleworkers said they don’t have proper desks or chairs at home, which can contribute to poor ergonomics, back pain, and lower long-term efficiency (Internago).
A Korn Ferry study of 15,000 professionals found 48% prefer hybrid work while 25% prefer fully remote roles. Despite the hype around fully remote jobs, hybrid remains the more popular long-term choice (Internago).
Roughly 50% of eligible workers are hybrid, 30% are fully remote, and 20% are fully on-site in 2025. This balance underscores that flexible work is no longer a temporary trend but a permanent fixture of the U.S. workforce (Internago).
About 76% of employees say flexible work schedules influence their decision to stay with a company. Remote options are now a key retention strategy for employers (Internago).
For many small firms, offering remote or hybrid arrangements is equivalent to giving employees an 8% pay raise when it comes to recruiting and retaining talent. Flexibility has become a low-cost benefit with big impact (WFH Research).
Nearly 28% of surveyed employees expect to work from home permanently within five years, an 87% increase from pre-pandemic intentions. Remote work is shifting from perk to long-term norm (Internago).
Federal government workers are far more likely to be fully on-site (46%) compared to the national average of ~21%. This gap illustrates how policy-driven mandates can limit flexibility versus private-sector norms (Gallup).
Hybrid employees who set their own schedules are 76% more likely to cite burnout as their biggest challenge. Workers with manager- or team-set schedules report higher well-being, showing that unlimited flexibility can backfire (Gallup).
Only 54% of managers trust remote workers to be productive, while 57% of employees feel they are trusted. This mismatch continues to fuel debates over the effectiveness of remote arrangements (Gallup).
Remote work in 2025 has settled into a new normal: about one in five U.S. employees telework, and hybrid arrangements dominate among remote-capable roles.
Education, industry, and gender remain the strongest predictors of who can work from home — with tech professionals, highly educated workers, and women most likely to benefit. Meanwhile, federal employees face stricter return-to-office mandates, creating a stark contrast with the private sector.
For employees, flexibility is no longer a perk — it’s a demand. Surveys show most workers would switch jobs rather than lose remote options. At the same time, challenges like burnout, poor home office setups, and lingering trust gaps between managers and staff highlight the need for thoughtful policies.
For business owners and leaders, the data underscores a simple truth:
Remote work is here to stay. The winners in 2025 and beyond will be the organizations that stop fighting the trend and start building remote-first strategies to scale and compete effectively.
Building an online business is a lonely endeavor.
Join our newsletter to get stories of successful global entrepreneurs on how they build their online business.
