Remote work has transitioned from a temporary solution during lockdowns to a standard practice embraced by many businesses, even those that are bringing employees back to the office full-time. To further support employee well-being, an increasing number of companies are now facilitating remote work from abroad. However, it's worth questioning whether working remotely from a different country always translates to improved employee well-being.
Is hybrid work the ideal balance for expat well-being?
Many expatriates prioritize and openly discuss their work arrangement preferences when navigating job offers. A significant number prefer a hybrid model, splitting their time between remote work and office attendance. Supporting this preference, a by the American consulting firm Gallup, which specializes in statistics, management, and human resources, highlights the growing trend toward hybrid work arrangements.
Part-time remote work emerges as standard
A study focusing on the United States reveals that hybrid work is now the predominant model in organizations capable of providing it. As of 2024, 53% of employees engage in part-time remote work. Meanwhile, 27% work entirely remotely, and only 21% are exclusively office-based. The pandemic significantly influenced these numbers, with hybrid work participation rising from 18% in 2020 to 49% by 2022 before plateauing in 2023. In comparison, only 32% of workers were in hybrid roles in 2019.
On the other hand, full-time office work has declined in popularity. Sixty percent of employees worked solely in the office in 2019, but this figure dropped sharply to 12% in 2020. Even with the lifting of all health restrictions, the number has remained around 20% since 2021.
Conversely, full-time remote work, which was relatively rare before the pandemic (8% in 2019), surged to 70% in 2020. It decreased to 26% by 2022 and has remained steady at 27%.
The impact of remote work on employee engagement and well-being
Research reveals varying effects of remote work on employee engagement and well-being, with outcomes ranging from positive boosts to increased stress and adverse mental health impacts. According to a study by Gallup, employees in non-remote-capable roles report lower engagement levels at 28%. Those in on-site jobs that could be done remotely show slightly higher engagement at 30%. In contrast, employees working fully or partially remotely report stronger connections to their companies, at 37% and 36%, respectively. However, these workers also indicate a higher propensity to leave their employers if required to revert to in-office work, at 64% and 39%, respectively.
These findings demand a nuanced interpretation. For both expatriates and local employees, the effects of remote work depend heavily on the industry, the specifics of the remote arrangement, and the degree of control they have over their schedules. Other studies suggest that remote work does not automatically enhance well-being. Factors such as the quality of the home office setup, the balance between remote and office days, involvement in decision-making, autonomy, and adherence to work and rest schedules are crucial.
Moreover, remote work management issues can lead to significant stress. This includes "surveillance" tactics by employers, work infringing on personal time, and challenges with disconnecting after hours. Often keen to make a good impression, expatriates may find themselves particularly at risk when accepting remote work conditions that fail to respect their contracts or legal standards.
Should hybrid work be advocated to retain expatriates?
Looking globally, New Zealand, Ireland, Belgium, Denmark, Canada, Germany, Finland, Australia, Norway, and Spain rank as the top ten countries for work-life balance in 2024. A key trait these countries share is their robust adoption of remote work. For instance, from 2018 to 2023, New Zealand experienced nearly a 60% increase in remote workers. By 2023, over 460,000 employees, or 17.7% of the workforce, were working remotely—the highest proportion since 2018.
Similarly, in Ireland, there is a strong demand for more flexible work arrangements. Sixty percent of employees regard hybrid work as the optimal flexibility solution, linking it to reduced stress and heightened productivity and efficiency. According to Eurostat, significant portions of the workforce in Northern Europe engage in full or partial remote work—51% in the Netherlands, 45.3% in Sweden, 42.6% in Iceland, and 42% in both Finland and Norway. This model is prevalent among expatriates, who often view hybrid work as wholly beneficial. This trend suggests that promoting hybrid work could play a crucial role in retaining expatriate employees, aligning with their preferences for flexibility and a better work-life balance.
Understanding the boundaries of remote work
Hybrid work's enhancement of the work-life balance is frequently lauded by expatriates as its primary advantage. According to a Gallup survey, 76% of remote workers in the U.S. feel that hybrid arrangements improve their work-life balance, highlighting its significance across various sectors, not just in services. This broader adoption underlines a growing recognition that well-organized work can prevent accidents and increase employee retention. Nonetheless, certain industries cannot implement remote work, yet it is still possible to uphold employee well-being in these fields.
Despite its popularity, hybrid work faces criticism for potential drawbacks when mismanaged, such as longer working hours, diminished connection with colleagues, reduced social interaction, increased pressure, back-to-back meetings, overwhelming email traffic, and disrupted personal lives. As a result, some companies, particularly tech giants, have reconsidered their stance, with a noticeable trend of recalling employees to the office, sometimes assertively.
In the U.S., this shift has been described by some as a covert means of workforce reduction, where tech companies undergoing extensive layoffs might find it easier to dismiss employees who resist returning to the office. This situation also presents a challenge to traditional vertical communication and power dynamics as employees push back against reverting to pre-pandemic arrangements. Nevertheless, the end of fully remote work seems to be settling into a hybrid format, which Gallup suggests might optimally involve three office days, balancing in-person and remote work.
What will remote work abroad be like in 2025?
Remote work is here to stay, with a growing emphasis on well-being. However, there are concerns about the adverse effects of disorganized remote arrangements. Far from enhancing well-being, poorly managed remote work can negatively impact mental health. Many workers relocate internationally to improve their living conditions, facilitated by the spread of digital nomad visas. These visas enable them to work remotely while exploring new countries. This trend presents a challenge for companies: organizing work effectively and maintaining connections across borders.
