Luxembourg, the Netherlands and Sweden lead the way on working from home in Europe

41% of employees in Luxembourg and 38% in the Netherlands and Sweden worked from home at least sometimes in 2024. Overall, one in five employees telework or have flexitime arrangements in the EU, but there are significant differences in the bloc with fewer than one in ten employees in Bulgaria (8%), Hungary (7%), Italy (6%) and Romania (4%) teleworking at any stage in 2024.

Eurofound's new Working anytime, anywhere: The quality of working time in the EU report, which draws on the European Working Conditions Survey 2024, examines flexible working arrangements and their effects on working time quality, work-life balance and health, and related regulations. It shows that the COVID-19 pandemic has had a dramatic and permanent impact on telework and the broader organisation of work in Europe.

Compared with 2015, the share of employees working at least sometimes from home increased markedly in the EU in 2024, rising from 8% to 22%. The greatest increases were recorded in Luxembourg (30 pp), Germany (26 pp), Belgium (22 pp), Finland (22 pp), Ireland (20 pp) and Sweden (20 pp). Substantial increases were also observed in countries with initially low levels, such as Czechia (13 pp), Latvia (17 pp) and Slovakia (11 pp). In contrast, Hungary and Romania showed virtually no change over the same period, with the shares remaining at 7% and 4%, respectively.

While flexible arrangements have generally improved working time quality and work–life balance, substantial risks persist. Employees working remotely remain disproportionately exposed to irregular schedules, high workloads, and extended availability. High-skilled workers frequently face longer hours despite greater autonomy, whereas low-skilled workers face more fragmented working time with limited control. Crucially, frequent contact outside working hours stands out as one of the strongest drivers of workplace stress and mental strain.

Regulatory frameworks are evolving to address these challenges, though progress remains uneven across Member States. Legislative interventions on the right to disconnect demonstrate clear benefits: eight years following its implementation in France, French employees are now among the least likely in the EU to be contacted outside working hours. By 2025, 13 Member States had incorporated provisions on the right to disconnect into national law, largely driven by post-pandemic reforms and the implementation of Directive (EU) 2019/1158 on work–life balance.

From a gender perspective, overall participation in flexible arrangements is broadly similar between men and women, but differences emerge in working time quality. Men are more likely to report longer hours, irregular schedules, and insufficient rest between shifts. Conversely, women are more likely to work during their free time and face work–family interference; full-time home-working can also exert a more negative impact on women's health, underscoring that flexible working alone cannot eliminate domestic burden imbalances.

To safeguard worker well-being while maintaining the benefits of remote work, targeted policy responses are needed across the EU. Policy action must address the root causes of diminished working time quality by establishing clear boundaries around out-of-hours contact for all employees, while re-evaluating unmanageable workloads. Access to telework and schedule autonomy should be expanded alongside clear guardrails against highly irregular schedules and unpaid overtime. Furthermore, flexible working policies must be complemented by dedicated measures supporting workers with domestic and caring responsibilities.

Ultimately, strengthening company-level social dialogue and explicitly addressing the fragmentation of working time will allow regulators and social partners to adapt working arrangements to the specific needs of businesses and workers alike.

• Read the full report: Working anytime, anywhere: The quality of working time in the EU