Working from home has shifted from being a convenient perk to a crucial factor in how people evaluate job opportunities. It’s no longer seen as a luxury or an added benefit—it has become a fundamental element in the decision-making process when choosing an employer. This significant change in perception is underscored by a recent study conducted by the University of Konstanz, which examined not only current preferences but also the long-term evolution of work expectations.
The study reveals that flexible work arrangements, especially remote work options, are now deeply embedded in the criteria professionals use when searching for jobs. It’s not just about convenience—remote work is now associated with better work-life balance, higher job satisfaction, and in many cases, improved productivity. This represents a cultural shift in the world of work, where autonomy and flexibility have taken center stage.
One particularly striking detail in the latest findings is how much weight individuals now place on the ability to work from home when comparing similar job offers. In some cases, it can even be a deal-breaker—candidates are turning down offers from companies that do not offer remote options, regardless of salary or title. This highlights the growing importance of trust and autonomy in the workplace, and signals to employers that offering flexible arrangements is not just a competitive edge—it’s a necessity for attracting and retaining talent in a post-pandemic world.
The coronavirus pandemic has brought about a rethink in the workplace regarding the issue of working from home. But how far have companies really come in this regard, and what freedoms do employees now have? A research group at the University of Konstanz set out to investigate this. This is the fifth time they’ve examined the issue of working from home and the sensitivities of employees.
It is clear that even five years after the start of the pandemic, most employees want at least the option of working part-time away from the office, provided their job structurally allows it. A complete and unconditional return to mandatory on-site work is also still lacking – although some companies are ordering their employees back to the office fully or partially. Just one in five (19 percent) reports a stricter on-site requirement. This is lower than a year ago (22 percent). Furthermore, a full return to the office on all working days is now only common for eight percent of study participants.
However, around a third of companies have recently implemented stricter attendance requirements (33 percent). A few more figures demonstrate that such stricter requirements are pointless without a practical necessity: Employees who are required to be in the office more frequently feel significantly more emotionally exhausted, without achieving any measurable productivity gain. “Our data suggests that mandatory attendance often does more harm than good,” explains Florian Kunze, head of the study and Professor of Organizational Behavior at the University of Konstanz. Kilian Hampel, Senior Research Fellow at the Future of Work Lab and co-author of the study, adds: “Especially in crisis-prone companies, office presence is apparently being used deliberately as a strategy to reduce staffing levels – according to the motto: If you don’t want to go to the office, just leave.”
