The results of a survey carried out by Ireland’s Western Development Commission and researchers from the University of Galway, show that 44% of those surveyed would change job, even if it means a pay cut, if their remote working preferences are not facilitated.
The Annual Remote Work Survey 2023 reveals that 92% of respondents indicated that remote/hybrid working would be a key factor in their decision to change employer. The findings are from the first of three data collection waves of the 2023 annual National Remote Working Survey, led by Professor Alma McCarthy at University of Galway and Deirdre Frost, Policy Analyst at the Western Development Commission. The Western Development Commission informs government and national policy on issues that impact on Ireland’s Western Region with a focus on improving social and economic standards.
The survey gathered responses from almost 6,000 respondents in late September and early October on their experience of remote working.
Findings of the Survey include:
- 59% of respondents are currently working hybrid (sometimes remotely, sometimes onsite) and 38% are working fully remotely. Only 3% are working fully onsite.
- 55% of respondents indicated that they would change job if their remote working/hybrid working preferences are not facilitated even if it means less promotion opportunities.
- 19% of respondents say they would consider relocating and 15% may consider relocating due to their experiences of remote working since COVID-19.
- The vast majority, 88.7% of those working hybrid, work remotely at home. A small portion work remotely from a mix of their home, hub and at client sites, 7.9%.
- 75% of respondents’ employers are now operating a remote/hybrid working
Allan Mulrooney, Chief Executive of the Western Development Commission, said, ‘The latest national survey findings underscore a significant shift in our perspective on remote work. They reveal that Irish workers now anticipate a continued embrace of the hybrid work model to better align with their lifestyles. Remote work has paved the way for novel opportunities in talent attraction and retention, effectively luring young families and new talented workers to revive regions that have borne the brunt of depopulation and declining job prospects for many years. If we persist in prioritising and fostering an environment conducive to remote work, the lasting impact, particularly in rural areas, is undeniable.’
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