In 2026, many white-collar workers are finding it difficult to commit to office-only or hybrid work arrangements.

They might include people caring for loved ones, caring for animals, people running small farms, people who are frequently on the move, people living with disabilities or chronic health conditions. Perhaps they have a health condition they have managed until now but became worse with age or becomes worse in the winter months. Working for a few months of the year in a warmer climate would keep their performance fully optimised. It seems so simple. But try saying that in a job interview for a role that requires office attendance.

We also see the decades-long trend of moving to cities being reversed around the world, with city dwellers moving to rural areas in increasing numbers. The younger generation are driving the trend, understandably turning their backs on unaffordable city housing in favour of affordability and a healthier quality of life in the countryside. Instead of spending a small fortune on organic strawberries in the city, they’re deciding to grow their own. But if they’re unable to commute to offices, should they be squeezed out of the tech market because their postcode has changed? They have degrees, they have experience, the only thing that’s changed is their location. In my previous roles, I saw first-hand how the initial stage of CV screening was to check a candidate’s country of residence, followed by the candidate’s location in relation to the office. Not within commuting distance of the office? The Recycle Bin eats another few kilobytes.

This is a section of the labour market that is often underused and even being forced out altogether. Where do they end up? If they can’t find remote work or create their own businesses, they might be lucky enough to find jobs in their local community. If they’re not lucky, their struggle can show up as a digit in the annual labour market statistics...

Many of the people who are in hybrid roles now are also finding it difficult to commit to their work arrangements. They’re not less committed, less talented, ambitious, or capable. They simply need more flexibility - to shape their work around their lives, instead of their lives around their work.

I created Remoter to connect companies with full-time professionals who need genuine flexibility. For employers, that can mean access to a new talent pool that your competitors are missing out on - loyal hires who finally find roles that fit their lives.

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