Latest news with #remoteWork
Daily Mail
9 hours ago
- Health
- Daily Mail
WFH fuelling drug and alcohol abuse, warns top mental health boss
Working from home can increase the risk of drug abuse and alcoholism, the head of the world's most expensive mental health clinic has warned. Jan Gerber, founder of Paracelsus Recovery in Zurich, Switzerland, where treatment plans start at £61,000 and clients include royalty and Hollywood celebrities, said people resisting a return to the office in the belief that remote working helped their mental health 'may actually suffer' in the long term. He says office working and talking with colleagues encourages the body to release oxytocin, a hormone that reduces stress and anxiety. By contrast, people working from home risked suffering 'prolonged isolation' and blurring the lines between their professional and personal lives, fuelling stress. This can then result in habits such as drug-taking or excessive drinking to soothe the 'disconnection' from others caused by long periods of working alone at a computer, Gerber said. 'This disconnection can trigger a need to self-soothe, often with alcohol. The absence of regular social structure and blurred professional boundaries – for example, knowing you only have a 12pm meeting the next day – makes it easier to fall into harmful habits,' he added. A Norwegian study showed that people who worked from home for more than 15 hours a week were inclined to drink more alcohol than their office-based counterparts. Another survey from 2021 by drug recovery firm Sierra Tucson reported 20 per cent of US workers admitted to using alcohol, marijuana or other recreational drugs while working from home. 'Working in an office is a significantly healthier choice for mental well-being,' Gerber said. He added: 'Workers who are resisting a return to the office, perhaps believing remote working gives them a better work-life balance and is good for their mental health, should be aware that in the long term, their mental health may actually suffer.' The warnings come as many British workers refuse to return to the office following a boom in remote working during the pandemic. In May, research from King's College London revealed that Britons worked from home more than the workforce of any other country in Europe, with the average white-collar worker spending 1.8 days a week working outside the office. It followed a study from the university revealing that fewer than half of British employees said they would comply if their employer ordered them back to the office full-time, with 10 per cent saying that they would quit immediately. Concerns are growing that large numbers of people still working from home are damaging critical parts of the UK economy and Government. A scathing report into the UK's Office for National Statistics revealed that the agency's policy of allowing staff to work from home five days a week was making the quality of crucial economic data less reliable. It means bodies such as the Bank of England are having to rely on other types of data to make critical decisions on interest rates, which affect millions of mortgage borrowers.
Yahoo
16 hours ago
- Business
- Yahoo
17 People Who Work From Home Shared How Much They Make And What They Do
Recently, I asked the BuzzFeed Community if they would anonymously share their salaries with me. Over 1,000 people told me their salaries, and some of them even told me they work remotely/from home. Here are only the salaries from those who work from home, which I think provides a really fascinating snapshot. 1."I'm the VP of Marketing for a software company working remotely. $250K base, with 25% bonus and equity for future company exit." — 40, Ohio 2."$80K. 25 years as a 401(K) administrator at a nationally known company, working from home." — 56, California 3."Registered nurse for 17+ years, quality specialist at a not-for-profit hospice, remote work, and I make $87K." — 42, Indiana 4."$73K a year. I work as a product designer at an agency specializing in Shopify e-commerce. I have 2–3 years of experience." — 28, Oregon 5."$94K. Paralegal in a niche area of real estate. Love that I went from in-person (big law) to remote (small firm) with an 8% bump in base pay. No complaints here." — 39, New Jersey 6."$700K, staff software engineer at a big tech company." — 33, Maryland 7."Key account manager for a major beverage corporation manufacturer. $150K." — 47,No location specified 8."I'm a cybersecurity manager for global biotech. $180K base + $100K in stock and bonuses. No degree, but 26 years of experience and lots of certifications." — 47, No location specified 9."I am a virtual internal medicine doctor, fully remote. I earn $530K annually." — 33, Texas 10."I am an administrative contracting officer for the US Department of Defense, and I make $122K per year with the best benefits (worth $50K), and unmatched work/life balance. I am also 100% remote. Proud to Serve. USA!" — 41, Texas 11."Senior software engineer, 10 years experience, working remotely at an established start-up, $180K/year plus all the usual benefits." — 32, NYC 12."$42K customer service rep for an insurance advisory firm. 100% remote with a bachelor's degree and an insurance license." — 38, Missouri 13."Executive search consultant. I'm in-house with a base of $120K, and my usual bonuses range from $40-85K. Usually, [I make] $185K annually. I'm super specialized and not commission-based." — 38, No location specified 14."I'm in IT Support, $90K, 100% remote." — 41, Colorado 15."I earn $275K annually, plus long-term incentives as the leader of a small division within a software company." — 40, No location specified 16."Customer support operations manager. Remote, $69K salary, no college degree." — 31, Virginia "Project manager, $95K. I have a master's, but it's not required." — 30, Georgia Do you work from home? If so, tell us your salary and how much you make either in the comments or completely anonymously in the Google form below. Your entry may be in an upcoming BuzzFeed Community post.
Yahoo
a day ago
- Business
- Yahoo
Working from home: Why the UK leads in Europe and how other countries compare
The UK has the highest rate of telework among 18 European countries, with employees working an average of 1.8 days a week from home. On a wider scale, this total also places the UK second out 40 nations. But, aside from the UK, how do work-from-home (WFH) rates differ across Europe and the world? And what might explain variations between countries? The Global Survey of Working Arrangements (G-SWA) shows that telework trends have evolved since the COVID-19 pandemic. The fourth wave of the survey, conducted between November 2024 and February 2025, covers full-time workers aged 20 to 64 who have completed tertiary education (college or university). While the global telework average stands at 1.2 days per week, WFH rates vary significantly across the 40 countries surveyed, ranging from just 0.5 days per week in South Korea to 1.9 days in Canada. Several factors underpin the UK's top ranking, according to Dr. Cevat Giray Aksoy, lead economist at the EBRD and associate professor of economics at King's College London. 'The UK scores highly on cultural individualism, which is strongly associated with comfort in autonomous work environments,' said Giray Aksoy. Aksoy noted that the UK experienced long and stringent lockdowns, accelerating the adoption of remote work infrastructure and norms. He also explained that the UK's labour market is concentrated in service sectors — such as finance, consulting, and media — where WFH can be a practical option. "Crucially, British workers have developed strong and durable preferences for hybrid work, typically wanting 2–3 WFH days per week. This is no longer a marginal benefit; it's a core expectation," he said. Aksoy warned that firms ignoring this reality may face a serious disadvantage in attracting and retaining talent — particularly when competing with employers in other English-speaking countries that have embraced flexibility. In Europe, Finland (1.7 days) and Germany (1.6 days) followed the UK in the ranking. The WFH rates are also relatively high in Portugal (1.5 days), as well as in Hungary and the Netherlands (both 1.4 days). Employees in Czechia, Italy, and Sweden work from home 1.3 days per week, which is slightly above the global average. Romania, Spain, and Austria align with the global average, each reporting 1.2 remote work days per week. Dr. Aksoy attributes the variation across European countries to a mix of structural, cultural, and economic factors. 'Among these, the most powerful predictor is individualism — a cultural trait that emphasises personal autonomy, self-reliance, and independence over collective goals or close supervision,' he said. Related Remote work: Is it time for workers to go back to the office? Trump's remote work ban: What does it mean for carbon emissions and climate goals? He added that other factors also play a role. These include the severity and duration of COVID-19 lockdowns, population density, and the industrial structure of each economy. For instance, countries with a larger share of remote-friendly sectors such as IT and finance are better positioned to support hybrid models. Densely populated countries also often see higher WFH levels, in part due to longer commutes. Greece reports the lowest WFH rate in Europe at just 0.6 days per week. 'Part of the explanation lies in the structure of the Greek economy, which leans heavily on sectors like tourism, retail, and hospitality — jobs that generally require physical presence,' said Aksoy. 'But deeper cultural and institutional factors also play a role. Greece scores relatively low on individualism,' he added. He stated that digital adoption and management practices were relatively underdeveloped before the pandemic, which likely slowed the normalisation of WFH. While Finland ranks second in Europe with 1.7 remote work days per week, Norway and Denmark report significantly lower rates at just 0.9 days. Sweden, with 1.3 days, sits in between, reflecting a clear divide in remote work trends across the Nordic countries. Aksoy explained that Finland has a slightly more individualistic culture and a long-standing emphasis on work-life balance and employee autonomy compared to Denmark and Norway, which may maintain more traditional management practices. 'Finnish organisations, especially in the public sector and technology industries, were early adopters of flexible work policies — even before the pandemic,' he added. Among Europe's five largest economies, France has the lowest remote work rate, with employees averaging just 1 day per week from home. Turkey follows closely at 0.9 days, while Poland is slightly ahead with 1.1 days. Overall levels of working from home have declined globally, dropping from an average of 1.6 days per week in 2022 to 1.33 days in 2023. In 2024 and 2025, they fell far more modestly to 1.27 days. The research concludes that remote work levels have roughly stabilised since 2023. 'However, this stability doesn't mean stasis. Incremental shifts could still occur — driven by new technologies, changing demographics, or evolving labour market conditions,' Aksoy added. Error in retrieving data Sign in to access your portfolio Error in retrieving data
Yahoo
a day ago
- Business
- Yahoo
Working from home: Why the UK leads in Europe and how other countries compare
The UK has the highest rate of telework among 18 European countries, with employees working an average of 1.8 days a week from home. On a wider scale, this total also places the UK second out 40 nations. But, aside from the UK, how do work-from-home (WFH) rates differ across Europe and the world? And what might explain variations between countries? The Global Survey of Working Arrangements (G-SWA) shows that telework trends have evolved since the COVID-19 pandemic. The fourth wave of the survey, conducted between November 2024 and February 2025, covers full-time workers aged 20 to 64 who have completed tertiary education (college or university). While the global telework average stands at 1.2 days per week, WFH rates vary significantly across the 40 countries surveyed, ranging from just 0.5 days per week in South Korea to 1.9 days in Canada. Several factors underpin the UK's top ranking, according to Dr. Cevat Giray Aksoy, lead economist at the EBRD and associate professor of economics at King's College London. 'The UK scores highly on cultural individualism, which is strongly associated with comfort in autonomous work environments,' said Giray Aksoy. Aksoy noted that the UK experienced long and stringent lockdowns, accelerating the adoption of remote work infrastructure and norms. He also explained that the UK's labour market is concentrated in service sectors — such as finance, consulting, and media — where WFH can be a practical option. "Crucially, British workers have developed strong and durable preferences for hybrid work, typically wanting 2–3 WFH days per week. This is no longer a marginal benefit; it's a core expectation," he said. Aksoy warned that firms ignoring this reality may face a serious disadvantage in attracting and retaining talent — particularly when competing with employers in other English-speaking countries that have embraced flexibility. In Europe, Finland (1.7 days) and Germany (1.6 days) followed the UK in the ranking. The WFH rates are also relatively high in Portugal (1.5 days), as well as in Hungary and the Netherlands (both 1.4 days). Employees in Czechia, Italy, and Sweden work from home 1.3 days per week, which is slightly above the global average. Romania, Spain, and Austria align with the global average, each reporting 1.2 remote work days per week. Dr. Aksoy attributes the variation across European countries to a mix of structural, cultural, and economic factors. 'Among these, the most powerful predictor is individualism — a cultural trait that emphasises personal autonomy, self-reliance, and independence over collective goals or close supervision,' he said. Related Remote work: Is it time for workers to go back to the office? Trump's remote work ban: What does it mean for carbon emissions and climate goals? He added that other factors also play a role. These include the severity and duration of COVID-19 lockdowns, population density, and the industrial structure of each economy. For instance, countries with a larger share of remote-friendly sectors such as IT and finance are better positioned to support hybrid models. Densely populated countries also often see higher WFH levels, in part due to longer commutes. Greece reports the lowest WFH rate in Europe at just 0.6 days per week. 'Part of the explanation lies in the structure of the Greek economy, which leans heavily on sectors like tourism, retail, and hospitality — jobs that generally require physical presence,' said Aksoy. 'But deeper cultural and institutional factors also play a role. Greece scores relatively low on individualism,' he added. He stated that digital adoption and management practices were relatively underdeveloped before the pandemic, which likely slowed the normalisation of WFH. While Finland ranks second in Europe with 1.7 remote work days per week, Norway and Denmark report significantly lower rates at just 0.9 days. Sweden, with 1.3 days, sits in between, reflecting a clear divide in remote work trends across the Nordic countries. Aksoy explained that Finland has a slightly more individualistic culture and a long-standing emphasis on work-life balance and employee autonomy compared to Denmark and Norway, which may maintain more traditional management practices. 'Finnish organisations, especially in the public sector and technology industries, were early adopters of flexible work policies — even before the pandemic,' he added. Among Europe's five largest economies, France has the lowest remote work rate, with employees averaging just 1 day per week from home. Turkey follows closely at 0.9 days, while Poland is slightly ahead with 1.1 days. Overall levels of working from home have declined globally, dropping from an average of 1.6 days per week in 2022 to 1.33 days in 2023. In 2024 and 2025, they fell far more modestly to 1.27 days. The research concludes that remote work levels have roughly stabilised since 2023. 'However, this stability doesn't mean stasis. Incremental shifts could still occur — driven by new technologies, changing demographics, or evolving labour market conditions,' Aksoy added. Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Forbes
2 days ago
- Business
- Forbes
16 Ways For Agency Leaders To Help New Remote Hires Ramp Up Faster
When your team is spread across different cities—or even continents—it's easy for a new hire to feel like they're joining a Slack channel instead of an agency. A new teammate's first few weeks are critical, not just for understanding logistics, but for building confidence, clarity and connection. Below, Forbes Agency Council members share strategies that can help a leader make those early days smoother, more focused and even energizing, no matter where new teammates are logging in from. Follow along for advice on how to equip people with the context they need, the tools they'll actually use and a clear sense of how their work contributes to the big picture. 1. Launch A Smart Preboarding Plan A smart preboarding plan will help new hires acclimate fast. Send a digital welcome kit that outlines online tools teams use to communicate, highlighting established etiquette. Include guides for their first week related to training and meeting schedules. Assign a peer to do introductions to team members to build a sense of connection and let them know who they can go to for answers to questions. - Henry Kurkowski, One WiFi 2. Integrate New Hires Into Team Rituals An agency can set new remote hires up for success by sending tailored onboarding kits before day one, followed by structured ops meetings, platform walkthroughs and project-specific ramp-ups. With clear timelines, access to the right tools and early integration into team rituals, new hires feel confident, connected and ready to dive in from the start. - Katie Meyer, MoonLab Productions 3. Accelerate Learning With Real Responsibility Start with a clear onboarding roadmap, not just a welcome packet. At our company, we pair new hires with department leads for daily check-ins in week one, give them access to standard operating procedures and involve them in real projects fast. The key is structured integration with real responsibility—people learn quicker when they 'do' from day one. - Miller McCoy, Limitless MFG 4. Use Collaborative Tech To Unify Global Teams Our firm has crews based in India, Peru, Brazil and the U.S., with partners in Turkey, Canada and Singapore. With such a diverse remote talent pool, we've embraced the integration of a collaborative platform that offers video conferencing, a server platform and an integrated calendar to coordinate schedules. New hires are trained one-on-one immediately to ramp them up very quickly into our ecosystem. - Terry Zelen, Zelen Communications Forbes Agency Council is an invitation-only community for executives in successful public relations, media strategy, creative and advertising agencies. Do I qualify? 5. Replace One-Off Intros With One-On-One Meetings Many agencies set up only one general meeting to introduce a new employee and call it a day. A series of one-on-one meetings, however, proves to be more effective for showing them the ropes, building connections and replacing those watercooler chats. Encourage the new employee to ask questions, and assign a peer mentor they can turn to as more come up. - Nataliya Andreychuk, Viseven 6. Invest In Face-To-Face, In-Person Time Remote-first agencies can deploy collaboration tools such as Slack for daily workflow, but nothing is more powerful than investing in face-to-face time. Regional on-site work, one or two times weekly, combined with mandatory team off-sites twice yearly, creates personal relationships and trust built in person. The result is accelerated overall performance while enabling curated flexibility for employees. - Ethan Parker, Treble 7. Provide A Playbook, A Mentor And Clear Goals Give new hires a killer onboarding playbook, a culture buddy who actually gives a damn and fast access to the people who matter. Add smart tools, bold goals and regular check-ins to the mix. Set a clear 30-60-90-day path so they know where they're heading. It's not just about joining the team; it's about owning their role, building momentum and making an impact from day one. - Lars Voedisch, PRecious Communications 8. Overcommunicate To Reduce Ambiguity Meaningful overcommunication (not just regularly scheduled meetings) is key to ensuring team members feel supported and are equipped with everything they need to succeed. During the early days of onboarding, for the first three or four months, leaders must be even more available to provide direction, collaboration and a reliable open door. - Bernard May, National Positions 9. Foster Psychological Safety Through Connection The water cooler is key. My experience has proven that it's about helping people feel like they can be themselves in the company. Creating a connective moment where people can share their dreams, interests and challenges creates trust and connection quickly. If people don't feel safe asking for help or being themselves, new team members likely won't integrate well. - Talie Smith, Smith & Connors 10. Provide Clear SOPs And Consistent Training Ensuring new remote team members are set up for success starts with consistent training and clear, easy-to-follow standard operating procedures. This helps them integrate smoothly and understand how to operate effectively within the company from day one. - Jessica Hawthorne-Castro, Hawthorne Advertising 12. Help New Hires See Where They Fit Ensure new remote hires feel ready by giving them context—share materials and host conversations about the company's full scope, not just their role. When they see where they fit in the bigger picture, they gain clarity, confidence and a faster path to meaningful contribution. - Christy Saia-Owenby, MOXY Company 13. Map The Workflow With A Digital Twin Create a digital twin of your agency's workflow before new hires start. Map every touchpoint, decision tree and stakeholder interaction they'll encounter. This comprehensive blueprint eliminates knowledge gaps and reduces cognitive load, allowing remote teammates to navigate complex projects confidently from day one. - Vaibhav Kakkar, Digital Web Solutions 14. Assign A Peer Buddy To Share Tacit Knowledge One of the best ways to help a new remote teammate integrate into the business is to assign them a buddy who is a peer. Having someone on the same level to help a new employee navigate work is particularly important for remote workers, as so often knowledge of 'how things work' or 'who to ask' is tacit knowledge that isn't written down. Having a buddy is a shortcut to gaining this vital knowledge. - Mike Maynard, Napier Partnership Limited 15. Set The Tone With High-Touch, High-Context Onboarding We've found that remote hires ramp up faster when onboarding blends structure with culture. A founder-led kickoff sets the tone, followed by two days of meetings with department heads, platform walkthroughs and process training. This high-touch, high-context approach builds clarity, connection and early buy-in. - Jimi Gibson, Thrive Agency 16. Curate Personal Touches To Build Belonging We onboard remote hires with a personalized guide, curated one-on-ones and asynchronous work tools that build clarity and connection. A warm Slack welcome, peer support and perks like Grubhub credits or goodie bags make new teammates feel seen. It's not just about being informed; it's about feeling ready, connected and valued from day one. - Amy Packard Berry, Sparkpr
