#I am working remotely meaning drivers

In the following, we therefore examine the personal characteristics that determine WFH preferences after accounting for limiting constraints such as occupation, sector and firm size. This is a constraint that is at least partially reflected in the WFH preferences indicated by workers in the survey. It should be noted that the feasibility of completing work remotely – the “teleworkability” of a job – varies substantially across different occupations. This suggests that job characteristics have a strong bearing on WFH preferences. For example, clerical support workers prefer 4.5 WFH days per month more than plant or machine operators (Chart D). Occupation is the most important factor in explaining WFH preferences. Workers’ preferred number of WFH days per month varied starkly in relation to job and personal characteristics. Note: The chart shows the share of workers who had searched for a job prior to the survey date (August 2021) and the share of workers who changed jobs within the subsequent nine months by their WFH preference as reported in August 2021. Source: ECB (CES, July 2021, August 2021 and following waves until May 2022). There has therefore been some discussion as to whether this perceived gap might increase the willingness of some workers to switch employers, as having flexible work arrangements (including the possibility of working remotely) has been cited as an important motive for searching for a new job. However, 30% of workers had WFH preferences that exceeded what they expected their employers to offer. 60% of workers believed that their preferences for WFH were aligned with those they perceived their employers to have. In August 2021 around 40% of workers indicated that they would like to work from home at least two days per week after the pandemic and 27% expected their employer to offer this option (Chart B). On average, workers see their preferences for WFH as broadly aligned with the preferences they perceive their employers to have. Note: Respondents (aged 20-64) were asked in May 2022 about (i) the number of WFH days available to them per week before the COVID-19 pandemic, (ii) the number of WFH days available to them in a typical month from February to April 2022 and (iii) their preferred number of WFH days per week after the COVID-19 pandemic ends. Number of WFH days before and during the COVID-19 pandemic and preferences for after These figures suggest a desire for hybrid working modes to prevail beyond the restrictions and health concerns related to the pandemic. Workers were also asked about their preferences regarding WFH once the COVID-19 pandemic was over around two-thirds indicated that they would like to work remotely at least one day per week and around 25% showed a preference for a WFH regime of between two to four days per week. Most workers who worked remotely did so between two to four days per week. In May 2022 the majority of workers in the euro area reported that they had worked remotely at least one day per week during the previous three months (Chart A). That share dropped to below 40% in the months following the start of the pandemic. According to CES data more than 60% of workers had never worked from home before the pandemic. The ECB Consumer Expectations Survey (CES) asked consumers about WFH at different points between 20. Changes in WFH patterns and preferences potentially have important consequences for economic and social developments, including in the labour market and housing choices.

#I am working remotely meaning drivers

This box documents the changes in WFH during the pandemic and the main drivers behind them as well as future expectations for work preferences. This rise in WFH was enabled by investments made by both employers and workers. The COVID-19 shock led to a sudden increase in demand for WFH policies that would allow the majority of employees to work from home at least once per week. According to Eurostat data, 85% of employees had never worked from home in 2019, a small decrease from 92% in 2000. WFH was not particularly prevalent in the euro area before the onset of the pandemic in March 2020. Work from home (WFH) patterns have changed substantially following the onset of the coronavirus (COVID-19) pandemic and point to a persistently higher preference for remote work. Published as part of the ECB Economic Bulletin, Issue 1/2023. Prepared by António Dias da Silva, Dimitris Georgarakos and Marco Weißler