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In 2024, two-thirds of companies had formalized a remote work agreement<\/strong> (Insee, October 2023), and one-third of employees worked remotely regularly (Dares, November 2024), most commonly with 2\u20133 days in the office per week. However, last year saw many organizations, particularly in the United States, questioning these agreements\u2014a shift sometimes poorly received internally.<\/p>\n\n\n\n How should organizations approach this in 2025?<\/strong> Under what conditions does remote work remain positive and desirable for both the organization and its employees?<\/p>\n\n\n\n Remote work is part of a broader societal evolution, amplified by Covid but preexisting before the pandemic<\/strong>. Technological advances over the past 15 years have multiplied communication tools and spaces while blurring boundaries between personal and professional life. Younger generations enter the workforce with different expectations of organizations, work structures, and engagement<\/strong>. Fighting against these deep-seated trends is futile; it is better to understand and integrate them into HR strategy.<\/p>\n\n\n\nUnderstanding Fundamental Trends<\/h3>\n\n\n\n