COVID changed more than where people opened their laptops. It gave many workers a chance to see what a workday could look like without a daily commute—and a reason to ask whether going back should be automatic.
Working from home remains far more common than it was before the pandemic. But the story is not that every company keeps adding flexibility. Some employers have kept distributed teams, while others have reduced remote days or returned to the office.
What changed after COVID?
Pew Research Center’s February 2025 review found that, among workers whose jobs could mostly be done from home, 14% said they worked fully remotely before the pandemic. That share reached 55% in October 2020 and stood at 32% in October 2024. Another 43% had a hybrid arrangement in the 2024 survey. Those figures describe remote-capable jobs, not the entire workforce.
For a broader snapshot, Bureau of Labor Statistics 2025 annual averages show that 22.4% of people at work teleworked for some or all of their paid hours. BLS notes that October 2025 data were not collected, so that year’s averages are not strictly comparable with other years. These two surveys measure different populations and should not be treated as the same statistic.
Why people want to keep the option
In Pew’s October 2024 survey, 73% of people working from home at least sometimes said their arrangement helped them balance work and personal life; 60% said it helped them get work done and meet deadlines. These are workers’ reported experiences, not proof that every remote job is more productive.
Think about the practical difference: time previously spent driving can become time for breakfast, a walk or getting ready without rushing. A home workspace can also make focused tasks easier for someone who works well independently. But remote work still requires availability, a suitable workspace and whatever care arrangements the job’s schedule demands.
The tradeoffs deserve attention too. Pew found that 49% of those working from home at least sometimes felt less connected to coworkers. A useful remote arrangement needs communication and support, not just a laptop shipped to the house.
Why some employers keep remote work
Some companies have built their processes around distributed teams. Atlassian’s Team Anywhere, for example, emphasizes virtual meetings and communication that does not require everyone to be online together. Its relocation options still depend on where it has a legal entity, working rights, compatible time zones and leadership approval. Remote does not automatically mean you can work from any state or country.
For job seekers, the useful question is how an employer supports the arrangement: clear training, accessible managers, documented procedures and expectations that can be understood from home.
Why other companies have pulled back
Amazon offers a clear example of a policy reversal. In its September 2024 announcement, the company set a five-day office expectation beginning January 2, 2025, with stated exceptions. Its explanation emphasized collaboration, learning and company culture. That announcement concerned its office arrangement; it was not a statement that every Amazon role had previously been remote.
A return-to-office announcement is a reason to check the specific job’s current terms. Ask whether the role is permanently remote, hybrid or temporarily remote; whether training is in person; and whether relocation could later be required. Save the written answers with the offer.
“Your right to work” has different meanings
1. Work authorization and protection from discrimination
The Department of Justice poster beginning “If you have the right to work” concerns protection against certain citizenship-status and national-origin discrimination, unfair employment-document practices and retaliation. It does not promise a job or a right to work from home. Coverage and exceptions depend on the law and circumstances.
DOJ’s Form I-9 guidance explains that workers choose acceptable documents from the authorized lists. Employers may not demand particular or extra documents because of citizenship status or national origin. For questions about possible discrimination, contact the Immigrant and Employee Rights Section at 1-800-255-7688.
2. E-Verify and a records mismatch
E-Verify compares Form I-9 information with government records. A mismatch is not automatically a finding that someone cannot legally work. DOJ’s worker fact sheet explains the opportunity to address it and the protection against negative action because of the mismatch while the worker is taking action to resolve it. Follow the written notice and its deadlines. Employers cannot use E-Verify to screen applicants before hiring or before Form I-9 is completed.
3. State “right-to-work” laws
These concern union-security arrangements and whether union dues or fees can be required as a condition of employment. They are a separate issue from immigration-related work authorization, as the National Labor Relations Board explains. They do not create a general entitlement to remote work.
4. Remote work as a disability accommodation
The EEOC explains that telework may be a reasonable accommodation for a qualified person with a disability, including where an employer has no general telework program. It depends on the job’s essential duties, the person’s needs and whether the accommodation causes undue hardship. An employer may offer another effective accommodation. Request an individualized discussion rather than assuming either an automatic approval or an automatic denial.
Keep the information within reach
Read the official Right to Work poster in English or Español, and review E-Verify employee rights. These resources are also linked in our footer. A company’s participation in E-Verify does not itself guarantee a job’s legitimacy or your selection.
Want to explore your options? Browse StayHomeHire’s job listings and compare each employer’s actual location and schedule requirements.
Sources checked September 23, 2026. U.S. general information, not individualized legal advice. For a dispute, contact the relevant agency or a qualified employment attorney; additional state laws or agreements may apply.