Global Workforce Trends

𝗖𝘂𝗿𝗿𝗲𝗻𝘁 𝗮𝗻𝗱 𝗙𝘂𝘁𝘂𝗿𝗲 𝗥𝗲𝘁𝘂𝗿𝗻-𝘁𝗼-𝗢𝗳𝗳𝗶𝗰𝗲 𝗧𝗿𝗲𝗻𝗱𝘀: 𝗪𝗵𝗮𝘁 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝗦𝗵𝗼𝘂𝗹𝗱 𝗘𝘅𝗽𝗲𝗰𝘁 In June 2025, 21.6% of US employees worked remotely at least part time, down slightly from 22.3% in June 2024. Hybrid roles now account for 53.1% of workers who spend any time at home, compared to 46.9% in fully remote positions. Only 27% of companies will be back to a fully in-person model by year’s end, while 67% continue to offer hybrid flexibility. 𝗛𝗼𝘄 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 𝗛𝗮𝘃𝗲 𝗘𝘃𝗼𝗹𝘃𝗲𝗱 • 64% of US employees now prefer remote or hybrid roles over working from the office every day. • 61% of companies have formal RTO policies requiring employees to work on-site a minimum number of days each week. • The share of workers under office-mandate policies rose to 75% in late 2024, up from 63% in early 2023. • 46% of employees say they’d look for a new job if their employer stopped allowing remote or hybrid work. 𝗙𝘂𝘁𝘂𝗿𝗲 𝗧𝗿𝗲𝗻𝗱𝘀 𝘁𝗼 𝗪𝗮𝘁𝗰𝗵 In 2026 and beyond, organizations will refine return-to-office strategies using real-time utilization data and activity-based planning. Expect policies that: • Tie in-office days to project milestones, collaborative sprints, and mentorship sessions • Leverage AI-driven space optimization and smart scheduling to personalize the workplace • Blend virtual and in-person experiences through VR/AR or hybrid event platforms This evolution will shift RTO from a mandate to a tailored, outcome-driven experience. 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗻 𝗛𝗶𝗿𝗶𝗻𝗴 𝗮𝗻𝗱 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 Likelihood to look for a new job if remote/hybrid work is revoked 64% Employees who’d seek new work without any remote options 46% Companies reporting higher retention by allowing remote work 76% Companies losing talent due to RTO policies 80% Hybrid/remote workers willing to accept a pay cut to stay remote 48% These figures underscore that overly rigid office mandates risk driving turnover, raising hiring costs, and eroding employer brand. 𝗪𝗵𝗮𝘁 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝗦𝗵𝗼𝘂𝗹𝗱 𝗗𝗼 𝗡𝗼𝘄 • Tie office days to clear objectives such as innovation workshops, client pitches, or onboarding ceremonies • Offer choice through dynamic scheduling tools and desk-hoteling platforms • Measure impact with OKRs and KPIs around collaboration hours, engagement scores, and retention rates • Invest in well-being amenities and quiet zones to support diverse needs • Communicate transparently—share usage data, policy rationale, and gather ongoing feedback By aligning RTO policies with both business outcomes and employee preferences, you’ll build a workplace that attracts top talent and sustains retention. What strategies have you found most effective in balancing office presence with flexibility? Share your insights below!

If we want better fathers, find them more than two weeks to become one: In the UK, statutory paternity leave is capped at just 2 weeks. Speaking from experience in week 4 of my paternity at home with my new daughter Kaia - that's not enough. It takes time to bond, and the "baby bubble" is a very special moment in your life where change is so powerful, taking the time to adjust matters not just for your personal life, but work too. 𝗗𝗶𝗱 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄? In countries like Sweden, where dads get up to 480 days of shared parental leave (with 90 days reserved just for them), fathers who take extended leave see a 7% boost in their long-term involvement with kids. 𝗧𝗵𝗲 𝗥𝗲𝘀𝘂𝗹𝘁? Kids with better emotional health and cognitive skills - a Norwegian study found children of leave-taking dads scored higher in school by age 5. 𝗦𝗼, 𝘄𝗵𝗮𝘁 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲? Companies offering generous paternity leave report 25% lower turnover rates among new parents, according to Deloitte. McKinsey data shows that involved fathers lead to happier moms returning to work sooner, closing the gender pay gap by up to 15% in progressive policies. 𝗣𝗮𝘁𝗲𝗿𝗻𝗶𝘁𝘆 𝗶𝘀𝗻'𝘁 𝗷𝘂𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝗱𝗮𝗱, 𝗶𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝗺𝘂𝗺 𝘁𝗼𝗼. Yet, in the US, only 23% of private-sector workers get any paid family leave, and globally, the average paternity leave is a measly 9 days! In the UK specifically, while shared parental leave allows up to 50 weeks to be split between parents (with 37 weeks paid), uptake among dads remains low - only about 1-2% take it, often due to financial barriers and cultural norms. 𝗕𝘂𝘁 𝗰𝗵𝗮𝗻𝗴𝗲 𝗶𝘀 𝗯𝗿𝗲𝘄𝗶𝗻𝗴: The UK government launched a major review last month (July 2025) to overhaul the system, with proposals floating to extend standalone paternity leave to 6 weeks at 90% pay, which could boost family well-being and the economy by billions, according to reports. At my company Heights we don't want to wait. We offer 6 weeks full pay, 3 weeks at home and 3 weeks for you to take off whenever you need it (from experience, this is a few months later when you can be more helpful to mum and baby). 𝗧𝗵𝗶𝘀 𝗶𝘀 𝗺𝘆 𝘀𝗲𝗰𝗼𝗻𝗱 𝘁𝗶𝗺𝗲 𝗼𝗻 𝗽𝗮𝘁𝗲𝗿𝗻𝗶𝘁𝘆 And the needs are different too (with our toddler taking up most of my time and attention), so the flexibility that allows families to decide how to make it work best for them is really the policy employers should try to design for, if they can. My bet is offering flexibility, more thought, and believing the data that it will result in happier kids, dads, mums and colleagues - is worth it. What do you think? Let me know in the comments 👇 PS: follow me Dan Murray🧠, for more girl dad/business/entrepreneurship content like this 👊

Fascinating results were released recently. In 2019, Iceland launched a bold experiment: the 4-day workweek: 📉 36 hours instead of 40 💰 No reduction in pay 👥 2,500 workers across diverse industries 🧪 Real-life trials over 4 years Fast-forward to today: Nearly 90% of Iceland's workforce now benefits from reduced hours. And the recent results are stricking: - Productivity remained the same—or improved. - Workers felt less stressed, more energized. - Job satisfaction and engagement soared. - Gender balance improved: men took on more family duties, women pursued full-time roles. - No negative impact on service quality or deadlines. What made it work? It was method: ✅ Tight collaboration between workers and employers ✅ Focused redesign of workflows—fewer meetings, less micromanagement ✅ Clear priorities, empowered teams ✅ Measurement, feedback, iteration This wasn’t just a workplace shift. It was a mindset shift. 💥 So, what can we learn? - Time ≠ productivity. Focus, energy, and clarity matter more than clocking hours. - Shorter weeks force better design: You eliminate waste by necessity. - People-first cultures outperform: When humans thrive, business thrives. - It’s not about working less—it’s about working better. 🔍 My take? We’re entering the age of Agentic AI. AI can now take on tasks, decisions, even manage workflows. We keep talking about AI, automation, and working smarter. But isn’t this exactly what working smarter looks like? That’s not a threat to human work. That’s an opportunity to redesign it. If machines are taking over the repetitive stuff, shouldn’t we reclaim time to think, rest, create? I believe the future of work isn’t just about AI tools. It’s about human rhythms. Energy. Attention. Balance. The Iceland model is a mirror. It shows what happens when we stop obsessing over presence… and start optimizing for purpose. So here’s my question: Is the 4-day workweek the logical next step in the age of AI? Or is it a luxury that only a few countries can afford? 👇 Let’s discuss. #FutureOfWork #4DayWeek #AIandHumans #AgenticAI #Leadership #HumanCentered #ReinventWork #Irreplaceable

A long-running labor supply tailwind may have ended. For more than two decades, one of the most reliable trends in the U.S. labor market was the steady rise in labor force participation among older Americans. But something has changed. Both series have flattened in recent years. And for the 70+ group, participation has actually drifted down since COVID. The “Americans are working longer and longer” story was true for a generation. It looks much less true now. Why? My best guess is the wealth effect. Home values and equity portfolios have surged over the past decade, and older Americans are disproportionately asset-rich. When your net worth rises sharply, the incentive to remain in the workforce at 68 or 73 weakens. COVID may have accelerated that shift, nudging some financially comfortable older workers from “I could retire” to “I am retired.” This deserves more attention. The long rise in older-worker participation was an important tailwind for labor supply. If that tailwind is over, it matters for labor shortages, fiscal projections, and how we think about the workforce in the next decade. #laborforceparticipation #retirement #labormarkets #recruitment #careers

Demographic change is becoming one of Europe's defining workforce challenges. This week, the European Commission published its latest report on demographic transformation, highlighting long-term trends that will shape Europe's economy and workforce. The figures are significant. By 2050, almost one in three people in the EU will be aged 65 or over, compared with around one in five today. The report also highlights growing labour shortages, pressure on education and training systems, widening regional workforce challenges, and the fact that around 20% of working-age people remain outside the labour market. Approximately 8 million young people are also not in education, employment or training (NEET). For business leaders, these trends raise important questions. Skills shortages remain a challenge, but demographic change adds another layer of complexity. As the workforce evolves, organisations will need to think carefully about how they attract, develop and retain specialist talent. Across the STEM markets we support at SThree, we see increasing focus on building capability for the future, not simply responding to today's hiring needs. The Commission highlights several priorities, including increasing labour market participation, investing in skills, supporting lifelong learning and unlocking untapped talent across Europe. No single organisation can solve demographic change, but workforce decisions made today will help determine how well businesses adapt over the coming decade. How is your organisation preparing for the demographic changes shaping Europe's workforce?

🏗️ The US construction sector is increasingly caught between rising trade barriers and persistent labor shortages. Despite relying largely on domestically sourced materials like concrete, wood, and energy products, the industry is highly exposed to global commodity markets and vulnerable to tariffs and supply chain disruptions. The cumulative effect of these tariffs is pushing the effective tariff rate toward a record 30%, threatening a mix of slower growth and inflation reminiscent of 1970s-style stagflation. Builders are responding by front-loading materials, adjusting contracts, and seeking alternative suppliers, but uncertainty and higher costs are causing delays and eroding profitability. 👷♂️ At the same time, labor shortages remain a structural challenge. Immigrants make up about 25% of the construction workforce, and even more in states like California and Texas. When immigration flows slowed in recent years, due to policy changes or border restrictions, construction activity suffered. Higher wages, project delays, and reduced productivity followed. But in 2022 and 2023, a resurgence in immigration helped ease those pressures, tempering wage growth and filling critical gaps in the labor force. Looking ahead, the industry will need to add over 700,000 workers annually to keep pace with demand, a target that will be nearly impossible without continued immigration. 🚨 Trade and immigration policies are increasingly shaping the cost structure and capacity of the US construction sector. Tariffs are driving up the price of materials and equipment, while labor availability remains closely tied to immigration trends. Together, these pressures could drag on construction productivity and exacerbate the weakness we are expecting in the overall economy in response to higher tariffs. Read more from my newest #construction deep dive:

Deputy's 2025 Big Shift report explores how the next generation of workers is transforming the world of hourly work. Based on millions of real-world shift data points, the research uncovers key trends shaping the future of work — from flexible scheduling to the rise of AI. Here are the top insights: Rise of Micro-Shifts: Short, flexible shifts (six hours or less) are gaining popularity, especially in hospitality and service industries, accommodating workers like students and caregivers seeking balance. Gen Z's Influence: As the largest segment of the hourly workforce, Gen Z is driving demand for flexible scheduling and work-life integration, prompting businesses to adapt to attract and retain talent. AI Integration: Artificial intelligence is enhancing shift work by optimizing scheduling and improving work-life balance, rather than replacing jobs. Poly-Employment Trend: Approximately 20% of shift workers hold multiple jobs, with young women, particularly in hospitality and healthcare, leading this trend to manage cost-of-living pressures. Gender Disparities: Women dominate shift work but often occupy lower-paying service roles. However, there's a growing presence of women in traditionally male-dominated fields like logistics. Generational Shift: Generation Alpha began entering the workforce in 2024 and is projected to surpass Gen Z by 2038, indicating ongoing evolution in workforce demographics. These findings are based on an analysis of over 278 million hours worked across 41 million shifts by more than 429,000 shift workers, conducted in collaboration with labor economist Dr. Shashi Karunanethy.

'Must be nice to take some time off just for you' 'Getting paid to do nothing - you’ve got it made' 'Have a lovely break....' The most expensive job in the world? You won’t find it on a payroll. Mothers return to work physically healing, emotionally stretched, and financially behind. Yet they’re often told: “Welcome back! Hope it was a nice break.” Here’s the truth: Maternity leave isn’t a perk. It’s unpaid infrastructure - quietly powering the workforce. And it’s often supported with policies that look generous on paper, but fall short in practice. What we usually see: 📸 Baby photos 💻 Zoom farewells 🗓 A few weeks “off” What’s actually happening: 🩺 Physical recovery from childbirth 😵💫 Sleep deprivation 🌧 Postpartum depression 🎢 Hormonal whiplash 🪞 Identity loss 🧗♀️ A long, invisible climb back to “normal” We designed work for uninterrupted workers. But life doesn’t work that way. The data is clear: 📊 A study of 300,000 pregnancies showed recovery can take up to a year 🔥 81% of working mothers report burnout (Gallup) ⏱ In the U.S., 23% return to work within 10 days 💸 Mothers earn 3% less per child (15% less than a childless man) 📉 In Australia, earnings drop 53% within 5 years of childbirth. Melinda Gates calls this “the greatest unpaid labor crisis of our time.” The OECD labels it “a structural drag on growth.” This isn’t just unfair - it’s unsustainable. If you're leading a company, ask yourself: Are your systems designed for reality, or for a 1950s household model that no longer exists? Here’s what progressive companies are doing differently: ✅ Offer fully paid leave - not just the legal minimum ✅ Support access to high-quality, affordable childcare ✅ Make flexibility standard - not a special request ✅ Encourage all parents to take leave, not just mothers ✅ Check the culture beneath the policy ↳ Do parents feel safe to log off? ↳ Are they supported or sidelined? This isn’t about blame. It’s about updating the system to match how people actually live and work. Because when we build for mothers - We build for resilience, retention, and long-term performance. ♻️ Share this with a founder rethinking workplace design 🔔 Follow Si Conroy for progressive leadership and org strategy 📩 Subscribe to ‘Progressive Group Therapy’ for the next evolution of work: https://lnkd.in/eTZq6A5D Thanks to the amazing Katie Guild & Rachel Carrell for the inspiration.

Every employer needs to prepare for the caregiving tsunami. 👩💼 What happens to your talent retention, productivity, and culture when a significant portion of your workforce is managing the emotional and practical demands of elder care? The companies that recognise this shift now - that build flexibility, understanding, and support into their culture - won't just retain talent. They'll attract the experienced, loyal employees who remember who stood by them during life's most challenging chapters. "I never anticipated it would affect my work and home life so much. I'd drop the kids at school, log on for work, send furious emails, then drive down the freeway to spend hours with her, come back for pickup with my laptop at her bedside doing work emails." This was Alex's reality - and it's about to become the reality for millions more Australian workers, predominantly women. 💡 By 2030: 2 million+ Australians will be caring for ageing loved ones while trying to maintain their work commitments. That's an army of carers larger than Adelaide and Perth combined, juggling the equivalent of a 31.7-hour unpaid second job. 💡 The 3-year horizon: We're already seeing 73% of sandwich generation families working full time while caring. The strain is showing: 82% report work-life balance impacts, 74% worry about career advancement, and 53% are forced to choose between caregiving and career opportunities. 💡 The 5-year reality: With Australians turning 85 expected to surge five-fold by 2032, the demographic tidal wave is just beginning. One in ten workers will be shouldering elder care responsibilities - and two-thirds of them will be women, facing a devastating 42% lifetime earnings gap. 💡 The 10-year cost: We're looking at $11.5 billion in lost productivity annually from caregiving pressures alone. Sleep-deprived, emotionally exhausted employees missing work, reducing hours, or leaving entirely. Up to 50% experiencing significant psychological distress. 💡 The workplace reality check: 67% of carers already report discrimination at work. Yet with Australia's caregiving readiness rated at just 23.1 out of 100, we're sleepwalking into a huge workforce disruption. Shout-out to People and Culture leads - are you talking and planning for this? I'd LOVE to hear from you. The demographic shift is inevitable. The workforce impact is predictable. How are our workplaces going to support the millions of Australians who will be caring for elderly loved ones? Based on the CARE Index 2025 - Australia's first comprehensive assessment of informal care readiness. Download at violet.org.au #WorkforcePlanning #ElderCare #SandwichGeneration #HRStrategy #FutureOfWork #CaregivingCrisis

According to new research from Owl Labs, employees aren’t just embracing shorter weeks; they expect the four-day model to become standard in the next five years. The tech firm’s latest pulse survey, spanning 6,000 office workers across the UK, US, France, and Germany (1,500 per country), shows that 83% of workers predict the four-day week will be more popular than the traditional five-day model by 2030. This expectation is especially strong among younger generations with 91% of Gen Z and 87% of Millennials in agreement. In the UK especially, the four-day week “takes the crown, becoming increasingly popular as national trials see significant success”, says the research. Over three-quarters of UK employees (76%) believe a four-day week would improve their work-life balance, while 74% see more time for personal development and 72% report greater job satisfaction. Productivity isn’t left behind either, with two in three (67%) respondents saying they’d get more done in fewer days. Some concerns remain, with 60% worrying about longer workdays, and 38% foreseeing potential impacts on customer service. But the report states that "the momentum is unmistakable: the five-day workweek may soon be the exception, not the rule". Frank Weishaupt, CEO of Owl Labs, said: “It's crucial to recognise that more hours doesn’t always lead to greater productivity, nor does forcing strict in-office attendance – it's about how effectively those hours are used, not where they are spent.” Joe Ryle, campaign director of the 4 Day Week Foundation, said: “The nine-to-five, five-day working week was invented 100 years ago and no longer suits the realities of modern life. We are long overdue an update.” ❓Do you agree, will a 4-day week become the norm by 2030? As always, keen to hear your thoughts, experiences and opinions. 🙏🏻 WorkFLEX-Australia #4dayweek #4dayworkweek #fourdayweek #fourdayworkweek #worklifebalance #futureofwork Author: Herpreet Kaur Grewal Link to full article available in the comments section below 👇🏻