Americans are embracing flexible work—and they want more of it

A remarkable 58 percent of employed respondents—which, extrapolated from the representative sample, is equivalent to 92 million people from a cross section of jobs and employment types—report having the option to work from home for all or part of the week. After more than two years of observing remote work and predicting that flexible working would endure after the acute phases of the COVID-19 pandemic, we view these data as a confirmation that there has been a major shift in the working world and in society itself.

We did not ask about flexible work in our American Opportunity Survey in past years, but an array of other studies indicate that flexible working has grown by anywhere from a third to tenfold since 2019. ^[1]

Thirty-five percent of respondents say they can work from home full-time. Another 23 percent can work from home from one to four days a week. A mere 13 percent of employed respondents say they could work remotely at least some of the time but opt not to.

Forty-one percent of employed respondents don’t have the choice. This may be because not all work can be done remotely or because employers simply demand on-site work. Given workers’ desire for flexibility, employers may have to explore ways to offer the flexibility employees want to compete for talent effectively.

The results of the survey showed that not only is flexible work popular, with 80 million Americans engaging in it (when the survey results are extrapolated to the wider population), but many want to work remotely for much of the week when given the choice.

Eighty-seven percent of workers offered at least some remote work embrace the opportunity and spend an average of three days a week working from home. People offered full-time flexible work spent a bit more time working remotely, on average, at 3.3 days a week. Interestingly, 12 percent of respondents whose employers only offer part-time or occasional remote work say that even they worked from home for five days a week. This contradiction appears indicative of a tension between how much flexibility employers offer and what employees demand.

There’s remarkable consistency among people of different genders, ethnicities, ages, and educational and income levels: the vast majority of those who can work from home do so. In fact, they just want more flexibility: although 58 percent of employed respondents say they can work from home at least part of the time, 65 percent of employed respondents say they would be willing to do so all the time.

However, the opportunity is not uniform: there was a large difference in the number of employed men who say they were offered remote-working opportunities (61 percent) and women (52 percent). At every income level, younger workers were more likely than older workers to report having work-from-home opportunities.

People who could but don’t work flexibly tend to be older (19 percent of 55- to 64-year-olds offered remote work didn’t take it, compared with 12 to 13 percent of younger workers) or have lower incomes (17 percent of those earning $25,000 to $74,999 per year who were offered remote work didn’t take it, compared with 10 percent of those earning over $75,000 a year). While some workers may choose to work on-site because they prefer the environment, others may feel compelled to because their home environments are not suitable, because they lack the skills and tools to work remotely productively, or because they believe there is an advantage to being on-site. Employers should be aware that different groups perceive and experience remote work differently and consider how flexible working fits with their diversity, equity, and inclusion strategies.

The opportunity to work flexibly differs by industry and role within industries and has implications for companies competing for talent. For example, the vast majority of employed people in computer and mathematical occupations report having remote-work options, and 77 percent report being willing to work fully remotely. Because of rapid digital transformations across industries, even those with lower overall work-from-home patterns may find that the technologists they employ demand it.

A surprisingly broad array of professions offer remote-work arrangements. Half of respondents working in educational instruction and library occupations and 45 percent of healthcare practitioners and workers in technical occupations say they do some remote work, perhaps reflecting the rise of online education and telemedicine. Even food preparation and transportation professionals said they do some work from home.

The survey asked people if they had hunted for a job recently or were planning to hunt for one. Unsurprisingly, the most common rationale for a job hunt was a desire for greater pay or more hours, followed by a search for better career opportunities. The third-most-popular reason was looking for a flexible working arrangement.

Prior McKinsey research has shown that for those that left the workforce during the early phases of the COVID-19 pandemic, workplace flexibility was a top reason that they accepted new jobs. Employers should be aware that when a candidate is deciding between job offers with similar compensation, the opportunity to work flexibly can become the deciding factor.

The survey asked respondents to identify what made it hard to perform their jobs effectively. Those working in a flexible model were most likely to report multiple obstacles, followed by those working fully remotely, and then by those working in the office. Our research doesn’t illuminate the cause and effect here: it could be that people who face barriers are more likely to spend some time working from home. It could also be that workers who experience both on-site and at-home work are exposed to the challenges of each and the costs of regularly switching contexts.

Some obstacles were reported at much higher rates by specific groups: for example, about 55 percent of 18- to 34-year-olds offered the option to work fully remotely say mental-health issues impacted their ability to perform effectively, though only 17 percent of people aged 55 to 64 said the same. Workers with children at home who were offered full-time remote-work options were far more likely than their peers without children to report that problems with physical health or a hostile work environment had a moderate or major impact on their job.