Remote and hybrid work are now permanent, reshaping how workforce agencies operate. This shift hits hard — training jobseekers, guiding employers, and redesigning services are tougher than ever. Workers demand flexibility, favoring remote options, while employers grapple with performance and compliance. Your agency can bridge this gap.
It’s especially important because the “new reality” of remote work isn’t limited to tech jobs in large cities. The transformation of employment models is a challenge but also a huge opportunity for demographics with historically limited access to all jobs: caregivers, people with disabilities, and rural workers. For them, virtual job options mean access to many new positions, without commuting or location constraints.
This article delivers what you need: trends in remote and hybrid work, training hurdles, and compliance must-knows.
1. Trends in Remote and Hybrid Employment
Remote and hybrid work aren’t just buzzwords — they’re reshaping the structure of the US workforce. And of course, it was the COVID-19 pandemic that accelerated the transition, but the movement toward more flexible work arrangements has been building steadily for years.
In 2017 — years before the pandemic — nearly 4 million Americans were already working remotely at least half of the time, a 15% increase since 2005. That number skyrocketed in 2020, when an estimated 42% of the U.S. workforce was working from home full-time.
A lot has changed since then, and large portions of the workforce have been “switched back” to working on-site. But a full-scale reversion to pre-pandemic levels hasn’t happened yet and likely won’t happen ever.
Instead, we’re seeing a new normal take hold. As of 2024, fully remote jobs account for about 21% of the workforce — down from the pandemic peak but still significantly higher than in the past.
Then there’s the rise of hybrid work, now the most preferred model among U.S. employees. Around 29% of workers say they want a hybrid schedule. This balance offers flexibility without sacrificing collaboration — and both workers and employers are responding.
Who’s Driving the Shift?
Remote and hybrid work are most common in knowledge-based sectors like tech, finance, education, marketing, and healthcare administration. These roles rely on digital communication, data handling, and project coordination — tasks that don’t necessarily require a physical presence.
Younger professionals, especially those aged 25–35, are leading the charge. They came of age with digital tools and are comfortable navigating online work environments. They also place a premium on flexibility and work-life balance — and, at least on paper, remote work supports those.
What It Means for Job Seekers (and Workforce Agencies)
For jobseekers, it obviously opens new possibilities. They can access roles that might have previously been out of reach due to transportation or scheduling challenges.
But (and it’s a big “but”) access doesn’t equal readiness. Remote roles often require higher levels of digital literacy, time management skills, and in some cases, post-secondary education or industry certifications.
And that’s precisely where workforce agencies come in.
To stay relevant, agencies need to stay informed about trends such as:
- Which occupations are seeing remote job growth?
- What skills are required?
- Are remote jobs accessible to clients with limited tech experience?
Agencies can use labor market data to track these trends and update their training, counseling, and placement strategies accordingly.
2. Impact on Workforce Agency Services
The rise of remote and hybrid work doesn’t just affect employers and job seekers — it directly impacts how workforce agencies operate, serve, and connect people to opportunities.
Rethinking the Job Listing Process
One of the most immediate areas of impact is how jobs are posted and categorized. Not all remote or hybrid jobs are labeled clearly, and some don’t meet regulatory requirements for public workforce systems. That’s a problem — for both job seekers trying to find legitimate opportunities and for staff attempting to match clients with the right roles.
The good news is that guidance is emerging.
The National Association of State Workforce Agencies recommends that virtual jobs be posted only if they meet key criteria — such as being true W-2 positions, having a registered employer with a valid EIN, and complying with unemployment insurance laws. That means agencies must vet remote job listings with the same rigor they apply to in-person roles.
To support this, job banks and online labor exchange systems need to evolve. A good example is Utah — they’ve partnered with the National Labor Exchange to aggregate and review virtual job feeds, adding thousands of vetted listings to their portals. Workforce agencies in other states can consider similar partnerships or adopt quality filters to ensure that only legitimate, remote roles appear in databases.
Pro Tip: Ensure your staff understands the requirements for posting remote jobs and knows how to flag questionable listings. Train your team to verify that jobs labeled “remote” or “hybrid” comply with agency standards — and actually match job seekers’ expectations. Consider updating internal guidelines and workflows to reflect these new realities.
Expanding Access with Virtual Services
The pandemic forced many American Job Centers to rapidly shift to virtual service delivery — and many agencies discovered that this model works. Now, as hybrid becomes the dominant work style, there’s no reason the public workforce system shouldn’t follow suit.
Virtual career counseling, resume reviews, interview preparation, job fairs, and training orientations can all be delivered effectively online. In fact, these services can often be more accessible for clients with limited mobility, caregiving responsibilities, or transportation barriers.
What’s important is consistency and flexibility. Agencies should offer hybrid access to services, ensuring that job seekers can choose between in-person or virtual appointments based on their needs and comfort levels. In this way, the agency itself models the hybrid flexibility that clients are increasingly seeking in the job market.
Best practices to consider:
- Maintain or expand virtual appointment booking and service delivery platforms.
- Offer regular virtual orientations or workshops focused on remote job search skills.
- Ensure that virtual services are easy to navigate, even for clients with limited tech skills.
- Track client outcomes across both in-person and online formats to assess effectiveness and equity.
Serving Priority Populations More Effectively
Remote and hybrid work can be a game changer for populations that have historically faced barriers to employment. This includes rural job seekers, individuals with disabilities, military spouses, older workers, and single parents. For these clients, flexible work is more than a perk — it’s often the only realistic path to employment.
Workforce agencies should lean into this. For instance:
- Highlight remote opportunities during career counseling sessions.
- Match training programs with remote-friendly occupations, like virtual customer service, digital marketing, or medical coding.
- Proactively partner with employers who are open to hiring remotely from underrepresented communities.
In short, remote work can help workforce agencies fulfill their mission of equitable access to opportunity — if the infrastructure, training, and outreach strategies are updated to support it.
3. Training and Skills Development
The truth is, remote work isn’t just about where people work — it’s also about how they work. That distinction should drive how agencies design, promote, and deliver training.
Focus on In-Demand Remote-Friendly Skills
Many of the fastest-growing remote job categories demand mid- to high-level digital and technical skills. These include roles in:
- Information technology (software development, cybersecurity, data analysis)
- Digital marketing (SEO, email marketing, social media strategy)
- Administrative support (virtual assistants, executive coordinators, project managers)
- Healthcare administration (billing, medical coding, telehealth coordination)
- Customer service and tech support (particularly for companies with global operations)
For workforce agencies, the task is clear: build training pipelines that prepare clients for these types of roles. That could mean partnering with tech bootcamps, expanding access to community college programs, or offering certificates through online platforms that qualify under WIOA funding guidelines.
Pro Tip: Look for training providers that offer credentials recognized by employers in remote-heavy industries. Many certifications — especially in IT and business services — can help job seekers build a flexible, career-ready skillset.
Don’t Overlook Soft Skills and Digital Literacy
Technical skills are essential, but they’re rarely enough. Remote and hybrid employees also need to be self-directed, digitally fluent, and great communicators. For many clients, especially those new to white-collar or knowledge work, these expectations may not be intuitive.
Workforce agencies should integrate training that helps job seekers:
- Use collaboration tools like Zoom, Slack, Microsoft Teams, or Google Workspace
- Manage their time and stay organized without daily in-person oversight
- Communicate clearly through email, chat, and virtual meetings
- Handle video interviews and remote onboarding processes with confidence
Many agencies already offer digital literacy classes — that’s great, but this is the time to expand them. And for clients with limited access to technology, consider offering devices, internet vouchers, or time in resource rooms to support their training and job search.
Example: A workforce center in a rural area might offer a hybrid course in remote customer service, pairing basic computer skills with mock Zoom interviews and resume help — then connect graduates with vetted remote employers through a regional job fair.
Use Upskilling as an Ongoing Strategy
Like any “new” phenomenon, the remote work economy is dynamic. Roles evolve, tools change, and expectations shift quickly. That’s why agencies should promote a mindset of continuous learning among clients, especially those transitioning into remote careers.
That can take many forms:
- Encouraging short-term courses to refresh or add skills
- Promoting certifications that build on each other (for instance: CompTIA IT Fundamentals → A+ → Network+)
- Partnering with local employers to co-design training programs aligned with current and emerging needs
Agencies should also help clients understand what a “remote-ready” resume looks like. That means highlighting relevant skills like time management, independence, digital collaboration, and adaptability — traits that are often developed through caregiving, volunteering, or gig work but may not be listed in a traditional employment history.
Train Your Agency Staff
It’s not just job seekers who need new skills — agency staff also need training to advise clients effectively in this new context.
Managers should ensure their teams understand:
- The current landscape of remote and hybrid job trends
- How to assess a client’s readiness for remote work
- How to help clients build or articulate remote-relevant experience
- How to guide clients toward quality training options that meet local labor market needs
Investing in professional development for career counselors, case managers, and training coordinators ensures your entire agency is aligned and informed.
Remote and hybrid work are transforming not just where people work, but how they prepare for work. For workforce agencies, aligning training programs with the demands of this new environment is no longer optional — it’s essential.
4. Compliance and Legal Considerations
Remote and hybrid work arrangements introduce a new layer of complexity when it comes to labor laws and regulatory compliance.
Agency staff don’t need to be legal experts, but they do need to understand the core requirements well enough to guide both employers and job seekers toward safe, fair, and lawful working arrangements.
Compliance missteps — particularly around remote hiring — can lead to costly consequences for employers and confusion for job seekers. A well-informed workforce agency can help prevent both.
Remote Work Is Still Regulated Work
One of the biggest misconceptions about remote work is that the rules somehow change when an employee isn’t physically in the office. They don’t.
Federal labor laws including the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and Occupational Safety and Health Act (OSHA) apply equally to remote employees as they do to in-person ones.
For example:
- Breaks and hours: Remote non-exempt employees are still entitled to paid rest breaks and overtime pay under FLSA.
- Leave eligibility: FMLA eligibility is based on the size of the office the employee reports to — not where they live.
- Nursing mothers: Employers must provide break time and a private space for nursing employees who work remotely, just as they would in an office setting.
What this means for workforce agencies:
When counseling employers or advising job seekers about remote jobs, reinforce that “remote” doesn’t mean “informal” or “exempt from regulation.” Standard employment protections still apply — and employers are still on the hook for compliance.
Posting Requirements: Yes, Even Virtually
Employers are required by law to post certain labor notices (e.g., wage laws, OSHA rights, anti-discrimination policies). In traditional workplaces, these posters appear in breakrooms or other common areas. But what about remote employees?
The U.S. Department of Labor has clarified that electronic posting is acceptable — if employees regularly receive information from their employer electronically and can easily access the posters at any time.
That means:
- Employers should clearly tell employees where to find the digital notices (e.g., intranet, employee portal).
- Agencies should advise employers not to rely solely on physical posters if they have a distributed workforce.
- If any portion of the workforce is still on-site, physical posters are still required for those locations.
Pro Tip: If an employer you’re working with has gone fully or partially remote, ask if they’ve reviewed their notice requirements. It’s a simple question that can help prevent compliance issues down the road.
Multi-State and Cross-Border Work: A Tangle of Rules
Remote work often means employees and employers are in different states — or even different time zones. This raises a host of jurisdictional issues around payroll taxes, unemployment insurance, paid leave, and workers’ compensation.
The general rule is this:
The state where the employee physically works is the state whose laws usually apply.
So, if a company based in Texas hires a remote worker living in New York, they’re typically responsible for complying with New York’s employment laws and tax rules — even if the employer has no physical presence there.
For employers, this can be a compliance headache. For workforce agencies, it’s an opportunity to add value. Staff should be prepared to:
- Point employers toward resources that explain multi-state compliance (e.g., DOL guidance, state labor offices)
- Suggest professional consultation when necessary (especially for small businesses just beginning to hire remotely)
- Confirm that job listings in your system reflect where the work will be performed, not just where the employer is headquartered
Workplace Safety at Home
Yes, OSHA still matters — even in a home office.
Employers are responsible for providing a safe work environment, regardless of where that work takes place. For remote workers, this typically means:
- Providing guidance on ergonomic workstation setup
- Ensuring employees are trained on how to prevent common home office injuries
- Documenting that safety measures have been shared and understood
Although OSHA doesn’t expect employers to inspect home offices, workers’ compensation laws still apply if an injury occurs while an employee is working remotely. Agencies should make sure both job seekers and employers understand that remote work carries real responsibilities on both sides.
Pro Tip: When preparing job seekers for remote work, include a brief orientation on how to create a safe and productive home workspace. It’s a small investment that pays off big time — for both the worker and their future employer.
Avoiding Misclassification and Scams
Finally, a word of caution: not every remote job is a legitimate employment opportunity.
Some roles advertised as “remote” are really independent contractor positions — sometimes misclassified, sometimes outright scams. Others may involve under-the-table pay, lack benefits, or violate wage and hour laws.
To protect clients, agencies should:
- Confirm that remote job listings involve legitimate W-2 employment unless otherwise clearly stated
- Flag job postings that seem to avoid tax, benefits, or legal requirements
- Train staff to recognize red flags in remote job listings (e.g., “get-rich-quick” language, vague job duties, upfront payment requests)
Workforce agencies are a critical line of defense against exploitation in the job market. That responsibility doesn’t go away just because the work happens online.
5. Best Practices and Recommendations for Agencies
Agency leaders have to ensure that their teams, services, and partnerships are ready to meet the moment. Below are five actionable strategies to help workforce agencies not only adapt but lead.
1. Expand and Modernize Virtual Service Delivery
If your agency hasn’t already made virtual service options a permanent part of its offerings, now is the time.
The pandemic forced a crash course in digital delivery. Agencies across the country pivoted quickly to virtual orientations, resume help, training info sessions, and job fairs. But now that the urgency has passed, many organizations are asking: what’s worth keeping?
The answer: a lot.
Virtual services increase access — especially for clients with mobility challenges, transportation issues, or unpredictable schedules. They also mirror the working conditions many job seekers are now aiming for.
Best practices:
- Offer hybrid options for all major services (in-person and online).
- Ensure your website, portals, and tools are mobile-friendly and easy to navigate.
- Provide technical support to clients who need help accessing services online.
- Train staff in how to build rapport, coach, and support clients effectively in a virtual format.
2. Equip Staff to Be Remote-Work Career Coaches
Your frontline staff — career counselors, case managers, and job developers — are the bridge between the agency and the community. But to guide clients toward remote and hybrid roles, staff need new tools, insights, and training themselves.
That includes:
- Understanding which roles and industries are remote-friendly
- Coaching clients on digital communication, time management, and remote team collaboration
- Helping clients frame non-traditional experience (e.g., caregiving, freelancing, online learning) as remote-relevant
- Knowing how to identify high-quality remote job opportunities and avoid scams
Pro Tip: Consider offering internal workshops or resource guides on the evolving remote job landscape. Bring in guest speakers from remote-first companies. Share sample resumes and interview tips tailored for virtual roles.
3. Strengthen Employer Partnerships Around Remote Hiring
Employers are also navigating unfamiliar ground. Many are still learning how to manage distributed teams, onboard remote workers, and comply with multi-state labor laws. Workforce agencies can be valuable partners in this process.
You can:
- Host webinars or roundtables on remote hiring best practices
- Help employers identify roles that could be adapted to hybrid or remote formats
- Assist in crafting clear, appealing job postings for remote candidates
- Support small businesses in understanding wage laws, I-9 requirements, and virtual onboarding protocols
By being proactive and collaborative, workforce agencies can position themselves as go-to resources not just for job seekers, but for employers adjusting to the new world of work.
4. Monitor Labor Market Trends and Update Programs Accordingly
The industries hiring remotely today may shift tomorrow. Technology tools, digital communication norms, and even state-level regulations are evolving quickly.
That means agencies must regularly update:
- Training offerings (are they aligned with current remote-job skills?)
- Job board filters (can users search specifically for remote/hybrid opportunities?)
- Client materials (do your resume and interview guides reflect the reality of remote hiring?)
- Outreach strategies (are you promoting remote work to underserved communities?)
Use data. Monitor platforms like the U.S. Bureau of Labor Statistics or Burning Glass for real-time insights into remote job trends. Partner with local employers and training providers to understand what’s changing on the ground and adjust your services to meet those needs.
5. Ensure Access to Remote Opportunities for Everyone
Remote work has the potential to level the playing field but only if technology, training, and support is accessible for all members of the workforce.
Some clients may lack reliable internet, a quiet place to work, or even a basic understanding of how to navigate digital platforms. Agencies must take deliberate steps to close these gaps.
That could mean:
- Offering access to laptops, hotspots, or co-working space at AJCs
- Creating beginner-friendly digital literacy programs
- Providing one-on-one tech coaching or troubleshooting support
- Ensuring your virtual services are ADA-compliant and multilingual
Remember: remote access is a crucial requirement to make remote work happen.
Summary of the Main Points
Remote and hybrid work are now central features of the American labor market — not temporary trends. For workforce agencies, adapting to this shift is critical to remaining effective and relevant.
- Agencies must recognize that remote roles require different skills, tools, and support systems.
- Job seekers need stronger digital literacy, soft skills, and access to remote-ready training.
- Agencies should also adjust how they post jobs, deliver services, and support employers navigating new compliance challenges — including multi-state employment laws and digital labor posting requirements.
The transition to flexible work models also presents major opportunities for expanding access and equity, particularly for underserved populations. By modernizing virtual services, training staff to be remote-work advisors, and forging partnerships with employers embracing flexible hiring, agencies can lead the way in shaping an inclusive, future-ready workforce.
Above all, this shift isn’t optional — it’s already happening. Agencies that act now will be better positioned to connect clients with meaningful, sustainable jobs in the evolving economy.
