Last updated: October 2026 | Includes the latest available U.S. workforce data and a 2027 outlook
Remote work remains a significant part of the U.S. labor market in 2026. According to the U.S. Bureau of Labor Statistics, approximately 34.7 million Americans, or 21.9% of people at work, worked remotely for pay during at least part of the reference week in September 2026.
Hybrid work is particularly common among people whose jobs can be performed remotely. Gallup reported that 52% of U.S. employees with remote-capable jobs worked hybrid schedules in May 2026, while 26% worked exclusively remotely and 22% worked entirely on-site.
For employers, the data raises important questions about recruiting, employee productivity, retention, labor costs, and the future of distributed teams.
This collection covers verified remote work statistics, their sources, and what the findings mean for employers preparing their workforce strategies for 2027.
Remote Work Statistics for 2026: Key Findings
| Statistic | Result | Source and reporting period |
|---|---|---|
| Americans who worked remotely for pay during at least part of the reference week | 34.7 million | BLS, September 2026 |
| Share of U.S. people at work who teleworked | 21.9% | BLS, September 2026 |
| U.S. employees with remote-capable jobs working hybrid | 52% | Gallup, May 2026 |
| U.S. employees with remote-capable jobs working exclusively remotely | 26% | Gallup, May 2026 |
| U.S. remote-capable employees preferring hybrid work | 61% | Gallup, November 2025 |
| U.S. remote-capable employees preferring exclusively remote work | 33% | Gallup, November 2025 |
| Computer and mathematical workers who teleworked | 63.7% | BLS, September 2026 |
| Business and financial operations workers who teleworked | 53.8% | BLS, September 2026 |
| Workers currently working from home who said they would be unlikely to stay if that option ended | 46% | Pew Research Center, October 2024 survey, published 2025 |
| Reduction in quit rates in a randomized hybrid-work experiment | Approximately one-third | Bloom, Han and Liang, Nature, 2024 |
| Engagement rate among exclusively remote, remote-capable U.S. employees | 37% | Gallup, May 2026 |
| U.S. workers worried about future workplace AI use | 52% | Pew Research Center, October 2024 survey, published 2025 |
| Average weekly work-from-home days across countries in a study of college-educated workers | 1.23 days | Global Survey of Working Arrangements, late 2024 to early 2025 |
| Modeled carbon-footprint reduction for fully remote workers under the study’s assumptions | 54% | PNAS, 2023 |
Primary sources: Bureau of Labor Statistics, Gallup Hybrid Work Indicator, Pew Research Center, Nature, and PNAS.
These figures measure different populations and outcomes. BLS measures telework among people at work, Gallup studies employees with remote-capable jobs, and experimental research examines specific workplaces. Their percentages should not be treated as interchangeable.
How Many People Work Remotely in the United States?
Approximately 34.7 million Americans worked remotely or from home for pay during at least part of the reference week in September 2026, according to the Bureau of Labor Statistics.
That represents 21.9% of the 158.5 million people at work during the same period.
The BLS divides teleworkers into two groups:
- 11.2% worked remotely during some of their working hours.
- 10.7% worked remotely during all of their working hours.
The remaining 78.1% did not report paid telework during the reference week.
Source: BLS Current Population Survey, September 2026, Table A-42.
How Does 2026 Compare With 2025?
The BLS reported that an annual average of 35.4 million Americans, or 22.4% of people at work, performed paid telework during at least part of their reference week in 2025.
| Measure | 2025 annual average | September 2026 |
|---|---|---|
| People at work | 157.7 million | 158.5 million |
| People who teleworked at least some hours | 35.4 million | 34.7 million |
| Share who teleworked | 22.4% | 21.9% |
| Share who teleworked some hours | 11.9% | 11.2% |
| Share who teleworked all hours | 10.5% | 10.7% |
Source: BLS 2025 Annual Averages and September 2026 data.
These figures indicate that telework remains common. However, a full-year average and one non-seasonally adjusted month are different measurement periods, so their difference should not be interpreted as a precise annual growth or decline rate.
Why Do Remote Work Statistics Show Different Percentages?
Remote work reports often produce different numbers because they measure different populations or activities.
For example, BLS measures whether Americans performed paid work remotely during a specific reference week.
Gallup examines work arrangements among employees whose positions can be performed remotely.
Other surveys measure the percentage of workdays completed from home, employee preferences, or the share of job postings advertising remote opportunities.
A report stating that 26% of remote-capable employees work exclusively remotely does not mean 26% of the entire U.S. workforce works remotely full-time.
Understanding the denominator is essential when using remote workforce statistics to make business decisions.
Remote vs. Hybrid Work Statistics in 2026
Hybrid work remains the most common arrangement among U.S. employees with remote-capable jobs.
Gallup’s May 2026 findings show the following distribution:
<text size=”sm”>Source: Gallup, May 2026. U.S. employees with remote-capable jobs.</text>
| Working arrangement | Share of remote-capable employees |
|---|---|
| Hybrid | 52% |
| Exclusively remote | 26% |
| Fully on-site | 22% |
Source: Gallup Hybrid Work Indicator.
Hybrid employees work some of their time remotely and some at a company or client worksite. Their exact schedules differ according to employer policies and job responsibilities.
How Has Remote Work Changed Since 2019?
Gallup’s historical data shows how work arrangements changed during the pandemic and subsequently stabilized.
| Reporting period | Exclusively remote | Hybrid | On-site |
|---|---|---|---|
| January 2019 | 8% | 32% | 60% |
| May 2020 | 70% | 18% | 12% |
| June 2021 | 48% | 31% | 21% |
| November 2022 | 26% | 53% | 21% |
| November 2024 | 26% | 55% | 19% |
| May 2026 | 26% | 52% | 22% |
Source: Gallup, U.S. remote-capable employees.
The data describes three major developments.
First, exclusively remote work increased sharply during the pandemic.
Second, employers subsequently introduced or restored hybrid schedules, reducing the share of employees working remotely every day.
Third, working arrangements among remote-capable employees have remained relatively stable since 2022.
This longer-term pattern provides a more useful picture than interpreting every return-to-office announcement as evidence that remote work is disappearing.
Remote Work Statistics by Occupation and Industry
Remote work opportunities vary substantially by occupation.
Jobs involving software, analysis, finance, administration, design, and other computer-based activities are generally more compatible with remote arrangements than positions requiring continuous physical presence.
Which Occupations Have the Highest Remote Work Rates?
The Bureau of Labor Statistics reported the following telework rates for September 2026.
| Occupation | Percentage who teleworked |
|---|---|
| Computer and mathematical occupations | 63.7% |
| Business and financial operations | 53.8% |
| Legal occupations | 50.6% |
| Arts, design, entertainment, sports, and media | 44.4% |
| Management occupations | 37.7% |
| Architecture and engineering | 34.3% |
| Office and administrative support | 23.5% |
| Sales occupations | 24.3% |
| Healthcare practitioners and technical occupations | 12.2% |
| Service occupations | 5.9% |
| Construction and extraction | 2.2% |
Source: BLS Table A-42, September 2026.
These figures describe the percentage of workers in each occupational category who reported teleworking during the reference week. They do not indicate the percentage of jobs advertised as fully remote.
Which Industries Have High Rates of Telework?
Industry-level rates also show important differences.
According to the same BLS September 2026 survey:
- Finance and insurance: 57.6% of workers teleworked.
- Professional and technical services: 56.9% teleworked.
- Information: 53.5% teleworked.
- Professional and business services overall: 43.3% teleworked.
- Retail trade: 10.4% teleworked.
Source: BLS occupational and industry telework data.
An industry can contain both remote-capable and location-dependent positions.
For example, healthcare organizations may hire remote billing specialists, schedulers, analysts, and administrative professionals while clinical employees provide services in person.
Retail companies may maintain physical stores while employing remote marketing specialists, accountants, designers, and customer service professionals.
For employers, this means remote hiring decisions should begin with the actual responsibilities of the position rather than the industry alone.
Businesses exploring remote hiring can review the range of professional roles available through Wow Remote Teams, including administration, marketing, technology, finance, sales, customer support, and specialized operational functions.
Remote Work Productivity Statistics: What Does the Research Show?
Remote work can support productive work, but the evidence does not establish that every remote employee is more productive than an equivalent office-based employee.
Outcomes depend on the work, management practices, collaboration requirements, employee experience, and operating environment.
Does Hybrid Work Reduce Employee Performance?
A randomized study published in Nature in June 2024 examined 1,612 employees at Trip.com, a technology company in China.
Researchers compared employees who could work from home two days per week with a control group that worked in the office full-time.
The study found that hybrid work:
- Reduced employee quit rates by approximately one-third.
- Improved employee job satisfaction.
- Did not produce a statistically meaningful reduction in performance ratings.
- Did not produce a significant overall difference in promotions.
- Did not produce a significant difference in code output among the engineers studied.
Source: Bloom, Han and Liang, Nature, 2024.
These results support the feasibility of a structured hybrid model in the workplace studied.
They do not establish that every company will experience the same retention improvement or that fully remote work always produces equivalent results.
Are Remote Workers More Productive Than Office Workers?
There is no single productivity advantage that applies to every industry, employee, and working arrangement.
For example, some jobs benefit from long periods of uninterrupted concentration, while others require physical equipment, frequent face-to-face interaction, or rapid coordination.
The Nature study provides evidence that two work-from-home days per week did not harm measured performance in its setting.
For employers, the relevant question is whether a working arrangement supports the outcomes of a specific position.
A remote software developer might be evaluated through accepted features, code quality, and delivery reliability.
A remote sales representative might be evaluated through qualified opportunities, customer communication, and pipeline results.
A remote accountant might be evaluated through reconciliation accuracy, timely reporting, and financial controls.
For practical management methods, see our guide to managing remote employees.
Remote Work Employee Preferences and Retention Statistics
Employee preferences help explain why location flexibility remains relevant to recruitment and retention.
What Percentage of Employees Prefer Remote or Hybrid Work?
Gallup asked U.S. employees with remote-capable jobs about their preferred working arrangement in November 2025.
The results were:
| Preferred arrangement | Percentage |
|---|---|
| Hybrid | 61% |
| Exclusively remote | 33% |
| Fully on-site | 6% |
Source: Gallup Hybrid Work Indicator.
These findings apply to employees with jobs that can be performed remotely. They do not describe the preferences of the entire labor force.
The results also distinguish flexibility from full-time remote work.
Most respondents preferred a hybrid arrangement, while approximately one-third preferred to work exclusively remotely.
Would Employees Leave if Remote Work Ended?
A Pew Research Center survey conducted in October 2024 found that 46% of U.S. workers currently working from home at least some of the time said they would be unlikely to stay with their employer if working from home were no longer allowed.
Of those surveyed, 26% said they would be very unlikely to remain.
Source: Pew Research Center, published February 2025.
The finding measures what employees say they would be likely to do, not actual resignation behavior.
Nevertheless, it indicates that removing remote flexibility could create retention risks for some employers.
Does Hybrid Work Improve Retention?
The randomized Trip.com study reported that hybrid work reduced quit rates by approximately one-third relative to the control group.
Researchers also found improved job satisfaction.
Source: Nature, 2024.
Employers should consider these findings alongside their own employee feedback, turnover patterns, compensation, and management quality.
For practical ways to support employee engagement, recognition, professional development, and job confidence, read how to motivate remote employees.
Remote Work Employee Engagement Statistics
Remote work location is associated with differences in employee engagement, although working from home alone does not establish the cause.
Gallup reported the following engagement and wellbeing results in May 2026.
| Working arrangement | Employees engaged | Employees thriving |
|---|---|---|
| Exclusively remote, remote-capable jobs | 37% | 52% |
| Hybrid, remote-capable jobs | 34% | 54% |
| On-site, remote-capable jobs | 29% | 49% |
| On-site, non-remote-capable jobs | 28% | 46% |
| All U.S. employees | 31% | 47% |
Source: Gallup Hybrid Work Indicator.
The figures suggest that employees with remote flexibility report different engagement and wellbeing outcomes from employees working on-site.
However, several factors can influence these differences, including occupation, leadership, income, organizational culture, and employee preferences.
Companies should not assume that changing an employee’s location automatically increases engagement.
Clear expectations, fair workloads, meaningful recognition, communication, and development opportunities remain important.
Remote Hiring and Recruitment Trends
Remote work allows businesses to recruit beyond commuting distance and consider professionals in other regions or countries.
However, the number of people currently working remotely is different from the number of new vacancies advertised as remote.
These metrics should be analyzed separately.
Why Remote Hiring Matters for Employers
Remote hiring can increase the geographic area from which an employer searches for qualified candidates.
For example, a company with a local shortage of software developers may search additional domestic markets or consider professionals in other countries.
A business that needs customer service coverage, marketing execution, financial administration, or creative production may also recruit remote specialists.
The relevant hiring decision should account for the required experience, working hours, communication skills, management structure, and employment obligations.
A broader hiring market does not guarantee that every candidate will meet the position’s requirements.
International Remote Hiring and Nearshoring
Remote work also supports distributed teams that operate across national borders.
For U.S. businesses, Latin America is one region to consider when a position can be performed remotely and requires collaboration during American business hours.
Employers may recruit for software development, administration, marketing, sales, design, customer support, accounting, finance, and other functions.
The exact advantages depend on the role, country, professional qualifications, and hiring arrangement.
For a detailed evaluation of regional hiring considerations, see why U.S. companies hire remote LATAM talent.
For employers preparing to recruit, our remote hiring best practices guide explains how to define responsibilities, evaluate candidates, and establish an appropriate onboarding process.
Global Remote Work Statistics
Remote work patterns differ considerably across countries.
A study published in PNAS in July 2025 examined the Global Survey of Working Arrangements, including 16,422 full-time, college-educated employees across 40 countries surveyed between November 2024 and February 2025.
The researchers found that work-from-home patterns had largely stabilized after the initial decline from pandemic-era levels.
Across the countries studied, the average was approximately 1.23 work-from-home days per week in late 2024 and early 2025.
Source: The Global Persistence of Work From Home, PNAS, 2025.
How Does Remote Work Differ by Region?
The research found meaningful geographic variation.
Employees in advanced English-speaking economies, including the United States, Canada, the United Kingdom, and Ireland, generally reported more work-from-home days than employees in many Asian countries.
European and Latin American countries occupied intermediate positions in the study’s comparisons.
The variation may reflect factors such as occupations, national labor markets, housing, workplace policies, and social practices.
These are averages for the surveyed population of college-educated employees. They should not be interpreted as remote work rates for every worker in each country.
Has Remote Work Stabilized Globally?
The study found that the average number of work-from-home days fell substantially between 2022 and 2023, followed by a smaller change between 2023 and early 2025.
The researchers interpreted this as evidence of a more stable post-pandemic pattern.
The finding provides an important distinction between declining from unusually high pandemic levels and disappearing from the workforce.
Remote work can remain a substantial employment arrangement even when employers reduce the number of days spent at home.
The Economic Impact of Remote Work
Remote work may affect office expenses, commuting, recruitment, employee turnover, and the cost of operating distributed teams.
However, a universal annual savings amount per remote employee is not supported across all employers.
Financial results depend on the company’s property costs, workforce arrangement, staffing expenses, technology requirements, and management systems.
What Costs Can Businesses Reduce?
Employers may reduce certain expenses when remote work allows them to use less office space or change how they operate.
Potential cost categories include office leases, utilities, office supplies, and selected facilities expenses.
These savings depend on whether the business actually reduces its physical footprint.
A company that continues paying for the same office while employees work from home may not realize substantial real estate savings.
What Costs Can Remote Work Add?
Remote operations may require investments in:
- Laptops and work equipment.
- Collaboration and communication software.
- Cybersecurity and access controls.
- Remote onboarding and technical support.
- Payroll, benefits, and employment administration.
- Management systems and employee training.
International remote hiring introduces additional considerations such as country-specific employment requirements and service provider fees.
How Should Employers Calculate Remote Staffing Costs?
Businesses should compare the complete cost of equivalent roles and services.
Include compensation, employer contributions, benefits, equipment, software, administration, recruitment, and any staffing provider fees.
For employers evaluating international recruitment, the Wow Remote Teams savings calculator can provide a preliminary staffing comparison based on selected roles and hiring assumptions.
The calculator’s results are provider-specific estimates, not independent statistics on average business savings.
Environmental Impact of Working From Home
Working remotely can reduce work-related emissions, particularly when employees avoid commuting and employers reduce office energy consumption.
However, the environmental effect depends on travel patterns, home energy use, office arrangements, and other factors.
A 2023 study published in PNAS modeled the environmental impact of different remote and hybrid work arrangements in the United States.
Under the study’s assumptions:
- Fully remote workers could have a 54% lower work-related carbon footprint than fully on-site workers.
- Hybrid workers who worked from home two to four days per week could reduce emissions by 11% to 29%.
- Working from home one day per week produced a much smaller modeled reduction of approximately 2%.
Source: Climate Mitigation Potentials of Teleworking, PNAS, 2023.
These percentages are modeled findings under specified assumptions, not measured reductions that every company will automatically achieve.
The study also emphasized the importance of commuting behavior, noncommuting travel, and office energy consumption.
Employers seeking environmental benefits should consider both employee travel patterns and the buildings and systems they continue to operate.
AI, Digital Overload, and the Future Remote Workforce
Artificial intelligence is changing how employees complete research, communication, analysis, customer service, and other digital tasks.
Its development also introduces concerns about workload, training, and job security.
These issues affect the broader workforce, including employees who work remotely or on hybrid schedules.
How Do Employees Feel About AI at Work?
Pew Research Center surveyed U.S. workers in October 2024 and published the results in February 2025.
The survey found that:
| Attitude toward future workplace AI use | Percentage of U.S. workers |
|---|---|
| Worried | 52% |
| Hopeful | 36% |
| Overwhelmed | 33% |
| Excited | 29% |
| Believe AI will create fewer job opportunities for them in the long run | 32% |
Source: Pew Research Center, Workers’ Views of AI Use in the Workplace.
These findings are not specific to remote workers, and respondents could express more than one feeling.
They indicate that employers should explain how AI will affect responsibilities, which tools employees are expected to learn, and how performance will be evaluated as technology changes.
Why Digital Workload Matters
Remote and hybrid employees often rely on messages, shared documents, project management systems, and virtual meetings to coordinate their work.
These tools can support flexibility, but excessive notifications and fragmented schedules may reduce time available for concentrated tasks.
Employers should establish clear communication expectations, reserve meetings for discussions that need live participation, and provide employees with adequate resources.
AI tools may reduce the time required for individual tasks, but managers should review complete workflows before increasing output expectations.
Automation should be evaluated according to accuracy, quality, efficiency, and its effect on employee responsibilities.
Remote Work Trends for 2027: What Employers Should Expect
As of October 2026, complete 2027 remote work statistics are not yet available.
The available evidence supports several developments that employers should monitor rather than treat as guaranteed predictions.
1. Hybrid Work May Remain a Major Arrangement
Gallup’s 2026 data shows that hybrid work accounts for more than half of remote-capable employment arrangements.
The relative stability of those figures since 2022 suggests that hybrid policies may remain important as employers evaluate their workforce plans for 2027.
However, future arrangements may vary across employers, occupations, and industries.
2. Remote Flexibility Will Remain Relevant to Hiring and Retention
Gallup’s preference data and Pew Research Center’s findings on employees’ willingness to remain after losing work-from-home privileges suggest that flexibility can influence recruiting and retention decisions.
Employers should assess whether location requirements are necessary for each position and communicate their policies clearly during hiring.
3. Remote Work Opportunities Will Continue to Depend on Occupation
BLS statistics show major differences between digital, professional, administrative, and physical occupations.
Companies should evaluate remote work feasibility at the role level rather than establish one arrangement for every department.
4. AI Training and Workforce Expectations Will Become Important Management Decisions
Pew’s findings on AI-related concern highlight the importance of explaining technological changes and providing employees with relevant training.
Employers introducing AI should clarify job responsibilities, quality standards, data security requirements, and opportunities for professional development.
5. International Hiring Will Require More Structured Operations
Businesses expanding across borders will need clear hiring arrangements, payroll and legal guidance, secure systems, and reliable communication procedures.
Recruiting professionals internationally expands the available talent market, but it also increases the importance of managing different schedules and employment requirements.
For companies evaluating remote teams in Latin America, Wow Remote Teams’ recruitment process explains how employers can define roles, evaluate candidates, and select an appropriate staffing arrangement.
What These Remote Work Statistics Mean for Business Owners
The research offers several practical lessons for organizations planning their workforce strategies.
Recruitment: Remote-capable roles can expand the geographic candidate pool. Employers should define the required skills, schedule, language proficiency, and responsibilities before selecting a hiring market.
Retention: Flexibility can influence whether some employees remain with an organization. Leaders should review employee preferences and communicate working arrangements before changing policies.
Productivity: Evaluate outcomes rather than rely on assumptions about work location. Performance standards should reflect each position’s actual responsibilities.
Management: Remote employees need documented workflows, reliable communication, appropriate equipment, and consistent feedback.
Costs: Calculate the full expense of remote operations. Office savings, equipment, software, staffing, and administration should be assessed together.
Long-term planning: Use the latest available research while recognizing the limitations of each dataset. Workforce surveys, job postings, employee preferences, and productivity experiments measure different things.
Employers who use these findings to inform specific decisions can develop a more realistic remote workforce strategy than companies relying on broad claims about productivity or cost savings.
Frequently Asked Questions About Remote Work Statistics
What percentage of Americans work remotely in 2026?
The Bureau of Labor Statistics reported that 21.9% of U.S. people at work, approximately 34.7 million individuals, performed paid telework during at least part of the reference week in September 2026. This includes employees who worked remotely for some of their hours and employees who worked remotely for all of their hours. The figure does not represent exclusively full-time remote employees.
How many people work from home in the United States?
Approximately 34.7 million Americans worked remotely or from home for pay during at least part of the September 2026 reference week, according to the Bureau of Labor Statistics. The 2025 annual average was approximately 35.4 million. These figures use different reporting periods and should not be compared as equivalent annual totals.
Is remote work increasing or decreasing?
Remote work declined from its pandemic-era peak, but several datasets indicate that working arrangements subsequently stabilized. Gallup reported that 52% of U.S. employees with remote-capable jobs worked hybrid schedules and 26% worked exclusively remotely in May 2026, close to its findings from prior years. Changes vary across employers, industries, and occupations.
What percentage of employees prefer remote work?
Gallup’s November 2025 data found that 33% of U.S. employees with remote-capable jobs preferred exclusively remote work, while 61% preferred hybrid arrangements and 6% preferred fully on-site work. These preferences apply to remote-capable employees, not the entire U.S. labor force.
Are remote workers more productive?
Research does not support one universal productivity advantage for every remote worker. A randomized study published in Nature in 2024 found that a two-day hybrid arrangement reduced employee quit rates by approximately one-third without producing a significant negative effect on performance in the workplace studied. Productivity should be evaluated according to responsibilities, work quality, and measurable outcomes.
Does remote work improve employee retention?
Remote flexibility can support retention in some circumstances. The 2024 Nature experiment found a reduction in quit rates of approximately one-third among employees offered two work-from-home days per week. Pew Research Center also found that 46% of surveyed workers currently working from home at least some of the time said they would be unlikely to stay if their employer eliminated that option. Actual retention outcomes depend on the organization and its employees.
Which jobs are most likely to be remote?
BLS data from September 2026 showed telework rates of 63.7% in computer and mathematical occupations, 53.8% in business and financial operations, and 50.6% in legal occupations. Other remote-capable positions can exist across administration, marketing, finance, design, customer service, and technical support. The ability to work remotely depends on the position’s responsibilities.
Are there reliable remote work statistics for 2027 yet?
As of October 2026, complete remote work data for 2027 is not available. Employers can use the latest BLS, Gallup, Pew Research Center, and academic research to establish a 2026 baseline. Any 2027 figure published before the relevant reporting period should be identified as a forecast, projection, or expectation rather than an observed result.
Research Sources and Methodology
This guide prioritizes government statistics, original surveys, and peer-reviewed research instead of repeating figures from secondary statistics roundups.
The principal sources include:
- U.S. Bureau of Labor Statistics, September 2026 Current Population Survey. Measures paid telework among people at work during the reference week.
- BLS 2025 Annual Telework Averages. Provides annual averages for the U.S. workforce.
- Gallup Hybrid Work Indicator. Tracks working arrangements, employee preferences, engagement, and wellbeing among relevant U.S. workforce groups.
- Pew Research Center, How COVID-19 Changed U.S. Workplaces. Includes employee views about remote flexibility and retention.
- Bloom, Han and Liang, Nature, 2024. Reports a randomized controlled trial of hybrid work and employee outcomes.
- The Global Persistence of Work From Home, PNAS, 2025. Examines work-from-home patterns across 40 countries.
- Climate Mitigation Potentials of Teleworking, PNAS, 2023. Models environmental outcomes under different remote and hybrid work arrangements.
- Pew Research Center, Workers’ Views of AI, 2025. Examines workers’ attitudes toward AI and its potential impact on employment.
Methodology note: Statistics in this guide retain the reporting period, population, and definition used by their original source. Findings from particular employers or experimental samples are not generalized to the entire workforce. Projections are distinguished from observed outcomes.
For citation purposes, refer to the original research source and reporting year rather than attributing the underlying figures to Wow Remote Teams.
