The Future of Remote Work: 9 Predictions for 2024

What is the future of remote work and working from home? How will companies adapt using the hub model? What does it mean for digital nomads? Read to learn more.

Blog Author - Janelle Watson
Janelle Watson
Feb 13, 20244 minutes
Blog Author - Janelle Watson
Janelle Watson

Janelle Watson provides content marketing for the international team at Justworks. With a background in higher education and journalism, Janelle helps tell stories that make international expansion and EOR accessible.

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Businesses are asking themselves, what is the future of remote work? 

Before the tech boom took the 2010’s by storm, remote work had a bad reputation. 

At that time, remote work was inconvenient. For example, the first remote software engineers would login  and work offline most of the day, which oftentimes wasn’t the most effective way to communicate, especially amid urgent requests and in-person meetings. 

In the years leading up to the pandemic, businesses of all shapes and sizes began building productivity tools that made instantaneous communication possible, not only across the country, but around the world. Skype, GSuite, Slack, and Zoom made it possible for people in different countries to communicate seamlessly. But what does the future of work look like?  Keep reading for our top 10 predictions for the future of remote work in 2024.  


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9 Predictions for 2024

Prediction 1: Businesses will focus less on relocation 

Before the rise of remote work, employee recruitment usually meant requiring candidates to live near HQ or a branch office. To retain the best talent, businesses started offering relocation services, which increased the cost of each employee. 

For employees in foreign countries, the situation was more challenging. Candidates looking to work in the US needed to apply for a visa and get sponsored by a company, which would cost both employees and employers thousands of dollars in legal fees.

As employers look forward, remote work will be the better and more cost effective option. 

Prediction 2: More full-time workers will want the flexibility to work remotely

When the workforce was required to be in the office from 9-5, they faced challenges like navigating childcare, pet care, and personal tasks such as errands. 

In the post-pandemic world, employees will want more flexibility. These days, jobseekers don’t want to be micromanaged in an office setting, with their manager constantly watching. . Digital innovators need more flexibility, especially if they’re disrupting industries through advancements in areas like online education and telemedicine. On the other hand, employers need to be careful not to burn employees out, especially when freelancers and contracted employees are readily available.  

Prediction 3: Productivity will remain high 

With great flexibility comes great responsibility. For managers that are used to office settings, learning how to trust remote workers can be challenging. Without constant check-in’s, how can you be sure your team is accomplishing what they need to? The good news is that some studies actually suggest that remote workers are more productive than their in-person colleagues. 

On the flip side, employees and employers will need to come up with strategies to avoid burnout, especially given how many workers left their remote jobs during the so-called Great Resignation. 

Prediction 4: The future of work is not fully remote

In the US today, about 12.7% of employees are fully remote, with 30% participating in some hybrid model. In ten years, some experts predict that those numbers will rise, to 30% and 60-65% respectively. 

Despite all of the benefits of remote work, in-person connections are still highly valuable.

As humans, we need them. 

Prediction 5: HR teams will need to plan for localizing benefits

As businesses go global and embrace remote work, they will need to start localizing pay and benefits not just for local employees, but across the globe. This means building out a local HR function and opening an entity in the new country, or partnering with a global EOR service like Justworks. 

Prediction 6: Proximity bias will become an ongoing challenge

The biggest challenge with hybrid models is proximity bias, or the unconscious preference for people who are near you physically. 

For HR, managers, executives, and other people in leadership positions, finding innovative solutions to proximity bias will become a hot topic as businesses ensure that remote employees can continue building their careers from home. For workers, learning how to highlight their accomplishments through a portfolio or website will become even more crucial. To build trust and accountability, businesses will need to set clear performance expectations and metrics. 

Prediction 7: Solving for in-person connections will become a priority

Distributed businesses are already finding solutions to the remote-hybrid divide, and future businesses will surely follow suit. Certain tasks are simply easier in the office. Replicating an in-person brainstorming session or collaborative meeting can be challenging. 

For businesses that are distributed across the country (or even the world), having quarterly or annual meet-ups (sometimes known as off-sites) will become more important. This will give teams the chance to work together, which can help boost morale and drive productivity.

Prediction 8: Businesses will start building international hubs 

As businesses begin to expand abroad, they will focus less on opening robust offices and branches, and more on creating employment hubs, where workers in the same region have the opportunity to meet up at co-working spaces or in much smaller offices.

Prediction 9: More businesses will go global

In today’s world of global work, a new form of international work is taking shape. A tight labor market in the United States, paired with a difficult immigration process, has made hiring remote tech workers abroad a feasible solution. 

Now, international workers with top credentials in countries like Mexico, Canada, Colombia, Brazil, Argentina, and elsewhere are being employed by top businesses in the US and Europe. 

Unlike in the past, these workers are being fully integrated into businesses, teams, and job functions, thanks to the help of innovative approaches to payroll, including Justworks’ EOR.

Justworks Can Help Manage International Hiring

Choosing the right EOR to help you expand your business internationally can be a game changer. Justworks’ global EOR services enables small businesses to hire international employees quickly, pay them in the local currency, and provide local benefits. It’s hard to know where to start and what to put in place abroad to protect business and your employees. At Justworks, we have in-country legal teams and entities set up to ensure that your payroll is protected and that you’re remaining compliant abroad. 

From access to top talent pools around the world to streamlined international hiring processes, the advantages of working with an EOR (and using Justworks) are undeniable. Get started today.

This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.
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Written By
Blog Author - Janelle Watson
Janelle Watson
Feb 13, 20244 minutes

Janelle Watson provides content marketing for the international team at Justworks. With a background in higher education and journalism, Janelle helps tell stories that make international expansion and EOR accessible.

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