The results of a Croner Company pulse survey about remote work[1] show a majority of participating companies will allow hybrid work schedules going forward. Hybrid work is defined as requiring some days in the office and allowing some days to be work from home.  The greatest number of those companies that will allow for hybrid work expect to have 76% – 100% of their workforce on a hybrid work schedule. In terms of days per week that must be in-office, the most prevailing practice is requiring three days per week.

Most participants will allow, or are considering allowing, permanent remote work for at least some employees; a majority of those expect to have 0% – 25% of their workforce permanently working remotely.

Most participants have implemented, or are considering implementing, geographic pay differentials to determine pay for those permanently remote.  Of those, generally pay will be based on home location and a majority will use cost of labor data to determine differentials.  Metropolitan area is the most prevalent “area size” used to determine differentials.

Most participants have decided to allow, or are considering allowing, employees to permanently relocate to a non-commutable location.  Of those, a majority has either decided to adjust, or is considering adjusting, pay for employees moving to both lower or higher cost of living / labor

locations. Of those that will adjust pay, the most prevalent adjustment approach is to decide adjustment on a case-by-case basis.

For travel expenses of employees who relocate to a non-commutable location, participants prefer to decide on a case-by-case basis whether to pay or not for required travel.

For more information, please contact Laurie Krashanoff, Manager, Account Relations, at +(415) 485-5521 or

Follow this link to find out more about The Croner Company’s compensation surveys.

[1] 1 The Croner Pulse Survey: Remote Work Policies was conducted from August 6 to August 20, 2021 and includes results from 123 companies across industries including animation and visual effects, digital content and technology, entertainment, local media, software games, content development and connectivity providers.

Emerging Policies for Hybrid and Permanently Remote Work