This article appeared in SoFi's On the Money newsletter. Not getting it? Sign up here.

A doctor's appointment. A school pickup. A package that requires your signature. Working from home or away from the office can allow you to take care of life's daily demands without losing half the workday.

Despite a wave of return-to-office mandates, a recent study by the National Bureau of Economic Research (NBER) suggests that this type of flexibility might stick around — and the age of the company may play a role. Employees at companies founded after 2015 work from home almost twice as often as those at companies founded before 1990, the study found.

“A company born after 2015 grew up in an age when the founder spent hours taking Zoom meetings from a laptop, while sitting on a couch,” said Kacy Fleming, a workplace strategist and organizational psychologist.

What's happened to remote work?

In 2019, before the COVID pandemic, working remotely was relatively uncommon: Only about 6% of employed Americans worked primarily from home, according to Census data. By May 2020 — two months after the global pandemic was officially declared — 35% had worked outside of the office at some point in the prior month, according to the Bureau of Labor Statistics. Today, about 22.6% of employees work remotely.

“During the pandemic, remote work wasn't a workplace strategy. It was an emergency response,” said human resources consultant Sara Green-Hamann.

Once the pandemic-era ended, though, employers started changing course, sometimes to the chagrin of their workers.

At the end of 2024, Amazon ordered its employees back to five days a week. JPMorgan did the same a few months later, and at least 2,000 of its workers signed a petition to say “no thank you,” according to The Banker. TikTok is now joining them, requiring most of its U.S. employees back in the office five days a week starting in September, Business Insider reported.

Many companies faced challenges as they backtracked. Researchers found that 54 large technology and financial firms that announced return-to-office mandates between 2020 and 2023 saw an average 13%-14% increase in turnover, jobs took longer to fill, and there were no major changes in financial performance.

So what?

As younger generations advance in the workplace, remote work should continue to evolve. One reason: Younger workers care about flexibility, and remote work can help retain them.

“Organizations know that many younger people are willing to give up lofty titles and higher compensation for meaningful work that can be accomplished autonomously,” said Marcus Mossberger, chief market strategy officer at LYTIQS, a workforce intelligence company.

Green-Hamann said that leaders are also taking a closer look at what positions actually make sense for remote work.

“We're moving away from 'everyone can work remote because we have to' toward 'let's determine where work should happen based on the job, the employee, and the needs of the organization,'” said Green-Hamann.

Here are some things to consider if you're evaluating a company's remote or hybrid-work practice:

•   A specific and clear policy. “Make sure you can find it in the company's formal documents so that everyone is on the same page,” said Fleming.

•   Performance standards. Find out how performance is measured and managed. “You'll want to ensure working hybrid or remote isn't negatively reflected in ratings or promotions,” Fleming said.

•   Leadership accountability. “Remote” or “hybrid” means little without the leadership behind it. A company's policy tells you where you can work, but its leadership practices tell you whether you can actually succeed there. “Watch whether leaders hold themselves to the same expectations they set for everyone else,” said Angela Tait, an organization development consultant.

Related Reading

The Future of Work: AI, Remote Trends & Global Economy (IE University)

What's the Future of Remote Work? Here Are the Advantages, Challenges Employers Face (Binghamton University)

Benefits of Working From Home for Employees (SoFi)

Please understand that this information provided is general in nature and shouldn’t be construed as a recommendation or solicitation of any products offered by SoFi’s affiliates and subsidiaries. In addition, this information is by no means meant to provide investment or financial advice, nor is it intended to serve as the basis for any investment decision or recommendation to buy or sell any asset. Keep in mind that investing involves risk, and past performance of an asset never guarantees future results or returns. It’s important for investors to consider their specific financial needs, goals, and risk profile before making an investment decision.

The information and analysis provided through hyperlinks to third party websites, while believed to be accurate, cannot be guaranteed by SoFi. These links are provided for informational purposes and should not be viewed as an endorsement. No brands or products mentioned are affiliated with SoFi, nor do they endorse or sponsor this content.

SoFi isn't recommending and is not affiliated with the brands or companies displayed. Brands displayed neither endorse or sponsor this article. Third party trademarks and service marks referenced are property of their respective owners.

OTM20260821SW