In this article, HRD lists common work from home positions in the US. We’ll also go over the benefits and challenges to help you set up a long-term policy
The pandemic has forever changed the way we work. The idea of working from home has now become possible. According to the US Census Bureau, around 9 million people worked from home in 2019. That number tripled to 27.6 million by 2022.
Now that we’re going back to life before the pandemic, companies are also requiring employees to return to the office. Studies show, however, that working from home offers many benefits to both employees and employers.
If you’re considering a permanent work-from-home policy for your organization, this article is a good starting point. We’ll go over the most common jobs that you can turn into permanent work-from-home positions. We’ll also discuss the benefits and challenges of having work-from-home teams. At the end of the article, we'll suggest some tools to help set your teams up for success.
We’ve searched the web and checked out user forums for the top work-from-home positions. You can choose to make these fully remote or hybrid. To maximize the benefits (as we will see later), it is best to have more work-from-home than in-office days.
Before we get started, check out our guide on creating a remote work policy for all the basics.
Here are the most common work-from-home jobs in the US:
Why it works: Most customer service tasks like addressing questions and complaints can be done via phone, email, or chat from home.
Key tools: CRM software like Salesforce, cloud telephony systems like RingCentral
Why it works: This role requires focus and accuracy with spreadsheet and database software. These tasks don’t need to be done in the office, they can be performed at home.
Key tools: Microsoft Excel, Google Sheets, data management systems like Airtable
Why it works: Social media management involves creating, scheduling, and engaging with content on Instagram, LinkedIn, TikTok, and Facebook. All this can be done anywhere there’s a good internet connection.
Key tools: Hootsuite or Buffer for scheduling and analytics, Canva or Adobe Creative Cloud for content creation, Google Analytics for performance tracking
Why it works: Web development is a highly flexible role that involves coding, designing, and maintaining websites or apps. Developers often work independently or in small teams, communicating via digital platforms. This can be done anywhere, making it an idea work-from-home position.
Key tools: Visual Studio Code and frameworks such as React or Django, video conferencing and project management tools are also part of a web developer’s toolkit
Why it works: Managing accounts, processing payroll, and filing tax forms are tasks that can be done at home.
Key tools: QuickBooks, Xero, cloud-based ERP systems
Why it works: Virtual assistants handle scheduling, correspondence, and admin. As the name implies, the job can be done online – no need to be in the office for this one.
Key tools: Google Workspace, task management apps like Asana, Calendly
Why it works: Designing visuals, logos, and marketing materials is a creative task, and graphic designers thrive best in flexible environments.
Key tools: Adobe Creative Suite, Figma, and cloud storage like Dropbox
Why it works: Writing, editing, and proofreading tasks require quiet, focused environments. Many writers and editors prefer to work from home, in a library, or in a nearby cafe, away from distractions. A writer or editor is perfect as a work from home position.
Key tools: Grammarly, Google Docs, and WordPress for publishing
Why it works: Managing timelines, assigning tasks, and coordinating with team members can be done with project management software. No need to be in the office to get this job done.
Key tools: Trello, Monday.com, and Microsoft Teams
Why it works: Building relationships, closing deals, and managing leads can be done via phone, email, and video conferencing tools. Sales representatives can meet with clients anywhere, like co-working spaces or coffee shops.
Key tools: Zoom, HubSpot CRM, and Salesforce
There are advantages to having work-from-home positions as part of your workforce. Some of them include:
There seems to be two points of view here. On one hand, some companies think that working from home leads to lower productivity, as this 2022 article points out. Let’s look at something more recent.
According to an October 2024 report from the US Bureau of Labor Statistics, an increase in remote work led to higher total factor productivity (TFP). This is an economic term that refers to how much additional output an operation produces without increasing input.
Simply put, offering work-from-home positions can lead to higher productivity and cost efficiency. Success depends on the right tools, roles, and management practices.
Having more work-from-home positions leads to lower operational costs:
Savings made in these areas can be channeled to other employee-focused expenses:
Research firm Global Workplace Analytics crunched the numbers on this one. Based on their study, employees that work from home full-time save their employers between $20,000 and $37,000 per employee per year!
The pandemic has made employees look at their jobs in a different way. For many, work flexibility – when, where, and how they work – became the deciding factor in accepting a job offer. In fact, 48% of employees said that the ability to work from home tipped the scales for them.
Offering work-from-home positions appeals to diverse talent, attracting different backgrounds and points of view. This makes your organization so much more interesting!
This article lists four ways to keep talent and create an inclusive work environment, especially for those with caring responsibilities.
Work-from-home positions allow employers to create a more inclusive workforce. Under the Americans with Disabilities Act (ADA), employers have an obligation to offer reasonable accommodations to qualified employees with disabilities.
Mental illness is considered a disability, and allowing an employee to work from home is considered a reasonable accommodation.
Making work-from-home positions available to employees has a positive impact on their health and wellbeing. They can:
The US Career Institute lists 50 benefits of working from home, with the top health benefit being decreased stress. The same study mentions that having work-from-home jobs resulted in better mental and physical health among employees.
Still from the US Career Institute study: employees who work from home five days a week cut greenhouse gas emissions by up to 54%. That’s simply from not having to commute to work!
Having a work-from-home policy can be part of your company’s recruitment/retention program and your sustainability efforts too.
There are many clear benefits of working from home. But no setup is perfect. Here are some issues you might face when introducing a work-from-home policy:
Misinterpreted messages, delays in replying, and lack of clarity when giving instructions are common issues. To address this, remote teams could benefit from regular check-ins and clear documentation practices.
There is a risk that work-from-home employees might feel isolated from their colleagues. A solution here would be to hold team building sessions in the office or online.
Having a recognition program also helps keep your teams motivated and engaged. If you’re looking for ideas in this area, check out our list of 5-star software and technology providers that specialize in employee recognition tools.
This could be a challenge in a work-from-home setup, especially as managers don’t see what their teams are doing. While some organizations go for time tracking software and screen monitoring tools, you could take another approach.
You could focus on setting clear goals, defining realistic deliverables, and building trust among employees. This can work – just take a page off the playbook of tech company Whereby.
Dear managers: Raising productivity is not about monitoring people. It's about motivating them.
— Adam Grant (@AdamMGrant) September 18, 2024
94 studies: Surveillance fails to improve performance—and increases stress, distrust, and dissatisfaction.
Tracking people is not a substitute for respecting and valuing them. pic.twitter.com/x2Eewm6YEe
Here’s some motivation to share with your employees: 10 ways to be a work-from-home superstar.
Some points to consider:
Work-from-home employees and HR teams would benefit from having clear, detailed guidance covering these points.
Share the policy early; encourage questions and discussion around the topic. This will give you an opportunity to refine the policy further and clarify important points.
Set up your work-from-home teams for success. Make sure they’re equipped with the technology to help them do their jobs well. Here are some tools and software designed for work-from-home positions:
The onboarding process is crucial, especially for work-from-home employees. Find out how tech company Unit4 handles virtual onboarding successfully.
The clamor for a return to the office is getting louder. Even the incoming government has told federal employees to go back to a 5-day in-office setup. Now is a good time to study your organization’s needs as far as work flexibility goes. Would it benefit from having some work-from-home positions? Should these jobs be fully work from home or hybrid?
Weigh the benefits against the downsides. See what makes the biggest impact on employee retention and job satisfaction without affecting the bottom line. If attracting and retaining talent is a priority, then make working from home a cornerstone of your overall HR strategy.
What roles in your company could become work from home positions? Let us know in the comments
