“We will hardly return to a 100% face -to -face work situation”

The pandemic has brought a series of changes to the daily life of the human being and, as far as the job market is, the most relevant of them is teleworking. The numbers do not deceive: According to data from the National Institute of Statistics (INE), teleworking surpassed the mark of one million workers in this regime (full and hybrid) last year. 21.5% of the population employed indicated to have worked from home in the fourth quarter of 2024.

Those who have the opportunity to experience this new reality, do not want anything else. Filipa Carvalho began the pandemic in total teleworking and higher the full days at home became a hybrid format. To our newspaper, it confesses that it is the best.

« Being able to work from home is very comfortable and gives us more life time. » And warns: « If you think you think you work less because I consider that at home it seems that we have to show more work. »

From your experience, he says he has gained more life time and can do other things. « The way to work and the terms that prepare us took time I now use to deal with other things. » However, it is not entirely on teleworking but by choice. « Always being at home also tires, unravels who thinks no. » So it goes to the office at least twice a week: « It is also missing with colleagues and having another routine. » Therefore, he is a fan of hybrid work. “It's having the best of both worlds,” he confesses.

To our newspaper, Randstad highlights the growth of teleworking and recalls that, after the pandemic, « it was noted a more contained return to the office environment, also because people were tired of being closed at home. » However, the data « show that there is a tendency for companies to opt for a hybrid model, where workers work from home, but also from the office. »

Good for workers and companies

For Randstad there is no doubt that this recent form of work ”has been very positive for workers, but also for companies”. It is that, on the one hand, « allows to have flexibility », which, according to the workmonitor 2025, « is already a very relevant factor for most people when choosing a job. » And leaves examples: « 42% of the Portuguese inquired in this study would refuse a job if it was not offered flexibility in working hours and 36% in relation to the workplace. »

In addition, the company that specializes in flexible work solutions and human resources says that the flexibility of “which teleworking is the main factor, contributes to a feeling of well-being in relation to work, because it allows to ensure the balance between personal and professional life that most workers are looking for”, adding that workers “who feel good in their workplace and have a more positive feeling in relation to the company where they work are naturally more productive and the most productive and the most productive and the most productive and the most productive and the most productive and, Telework is a very positive reality for both sides. ”

Flexibility is one of the strengths also chosen by Robert Walters by arguing that teleworking « benefits both workers and companies, but the real impact depends on the way it is implemented. » And it explains that for companies, « there are advantages such as cost reduction, increased productivity and greater access to global talent. »

With regard to workers, the highlight goes to « flexibility and balance between personal and professional life are great advantages. »

However, Robert Walters officials warn, “it is essential that there is a good remote management strategy to maximize benefits,” as, in his view, “organizations need to invest in digital tools that facilitate communication and collaboration, as well as develop an organizational culture that promotes confidence and autonomy”.

The company also argues that leadership must adapt to new forms of team monitoring, « ensuring that employees remain aligned with the company's objectives and long-term motivated. »

Thus, “teleworking can be an advantageous solution for both parties, provided that it is implemented with strategy, structure and a strong bet on the development of Soft skills to ensure efficient and productive collaboration. ”

Benefits versus losses

To the IRobert Walters Portugal states that teleworking “has been consolidating itself as an advantageous solution to both companies and workers, bringing benefits that go beyond simple flexibility”, arguing that one of the main gains is productivity and efficiency. « Studies show that remote workers, when well managed, can be more productive due to the reduction of distractions and travel, resulting in more effective performance, » adds the company of talent solutions, noting that another benefit of teleworking « is the improvement of balance between professional and personal life because workers can dedicate themselves more to family, leisure and rest, which reduces stress levels and increases job satisfaction. »

For Robert Walters there is no doubt that this flexibility « has a positive impact on overall well-being, also becoming a determining factor for talent retention. » And it says that many companies « realize that offering hybrid or totally remote models is essential to attract qualified professionals, especially in sectors where competition for talent is high. »

Therefore, it ensures: “It is clear that teleworking is not just a temporary response to recent challenges, but a natural evolution of the labor market. Companies that adopt this practice in a structured way will benefit from more motivated, productive and aligned teams with the demands of the future. ”

As for damage, Robert Walters officials say it « has some significant challenges. » « The lowest spontaneous collaboration can affect creativity and innovation within teams, making it more difficult to exchange ideas and rapid problem solving. » In addition, the company adds, « maintaining the organizational culture and the sense of belonging of employees can be a challenge, as face -to -face interaction is reduced. » He also says that the management and supervision of teams « become more complex, requiring new approaches to ensure alignment, productivity and motivation. »

Finally, teleworking can also « increase the risks of cybersecurity, as employees' dispersion requires additional technology and data protection investments. »

Teleworking forever?

Questioned whether teleworking can have the days counted or if it is the new reality, the two companies questioned by the I They have no doubt that this will be the new work model.

According to Randstad, “we will hardly return to a 100% face -to -face work situation, not only because workers increasingly value teleworking and flexibility, but the employing entities have also noticed the benefits of this flexibility,” he says, noting that in the Randstad study of wage trends in Portugal in 2024, “we realize that, on average, professionals quantify the value of flexibility between. 139 euros (teleworking) and the 167 euros (4 -day week), with large variations depending on the generation to which they belong ”. The company considers that “they are considerable values ​​and weigh on the decision to choose a job. With the labor market to present levels of virtually full employment, it is understood that workers favor this type of conditions and that companies have, therefore, to adapt. ”

Robert Walkers, on the other hand, ensures that teleworking « is no longer just a trend, but a new consolidated and increasingly integrated work model in the business strategy. »

Still, it argues that the future « is not homogeneous, as different sectors and organizations are adopting different approaches depending on their operational and cultural needs », noting that many companies are opting for hybrid models, « combining remote and face -to -face work. » On the other hand, Robert Walkers says large organizations “are backing up on teleworking and demanding their return to offices,” arguing that physical presence “is essential to stimulate creativity, strengthen organizational culture and facilitate the exchange of knowledge between teams”. It's just that, it is recalled, companies like Google, Tesla or even Amazon, « reinforced the mandatory presence in the office, claiming that remote work can undermine innovation and long-term productivity. »

Despite this retreat, the company says that « flexibility remains a competitive differential » and, therefore, « the future of work seems to point to greater personalization of labor models, adapting to the specific needs of each company and sector. »

Finally, Robert Walkers says that « some organizations will consolidate hybrid models, while others will be able to make their teleworking policies more flexible or harden according to the challenges they face. » However, « it is undeniable that the work paradigm has changed and that the demand for greater flexibility has come to be. »