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BSI’s 2025 Global Workforce Entrants Study explores the experiences and priorities of people who have entered the workforce since the pandemic began
8 April 2025 – The COVID-19 pandemic and the accelerated shift toward remote work have had a radical impact on the workforce as the majority of young workers in the US now prefer on-site working structures, according to a new global study conducted by BSI.
The study, developed in partnership with the thinktank ResPublica, comprised a survey of 4,700 people globally who started work during or since the pandemic, a series of focus groups, and an international literature review. The research, part of BSI’s Evolving Together series, provides crucial insight into how this new generation of workers, who entered the workforce between 2019 to 2025, have been shaped by these unique circumstances and how this is likely to continue to impact them and shape the future of work.
Preference for in-person options
On-site working structures are the most popular in the US; 49% stated it as a preference compared to just 27% globally. Nearly a third (30%) prefer a hybrid working structure, and just 21% said they prefer to be fully remote.
In fact, nearly half (40%) of remote US employees said they would not consider taking another position if it was fully remote, and over a third (38%) of hybrid employees would seek to leave their current company if the structure was changed to fully remote. Additionally, 65% said they find their job easier on-site, and even more (66%) feel they are more efficient.
While the study shows a clear preference for in-person opportunities, it highlights certain stipulations and reservations; notably 58% of remote employees and 51% of those in hybrid structures would seek a new job if their company announced it was requiring employees to be in-office full time. Additionally, almost two-thirds (65%) of respondents believe jobs requiring a full on-site presence should be paid more, and more (68%) felt employers should offer other flexibilities, such as "core hours," where employees are only required to be in during specific times, or options like condensed or part-time schedules.
They value work-life balance
The report found that this cohort values and expects a balanced work-life more than previous generations as the top professional motivator for them was work-life balance (51%), increasing to 60% for on-site workers, followed by job stability (45%) and financial incentives (38%).
The study suggests a preference for on-site and hybrid working structures may contribute to this balance; 54% of hybrid employees, and an even higher percentage of those who work remotely (57%), said they are less likely to work outside of contracted hours when in the office.
The top consideration (51%) influencing hybrid workers to move to a fully on-site role was the length of their commute.
Well-being, mental health, and isolation all play a part
Amidst global discussion of isolation and anxiety amongst Generation Z, the cohort recognize the value connections in the workplace can have. Over a third (37%) report that their mental health was negatively affected by remote work during the pandemic, but almost three fifths (56%) say their mental health is enhanced by a hybrid structure. More than one in five (24%) said social anxiety would impact their decision to take on a new fully on-site role. This jumps to one in three (32%) for those who categorize their first two years of work as a negative experience.
However, nearly three-quarters (74%) made friends at work, more than half (56%) have found a mentor and engage in social activities with colleagues at the end of the workday.
Additionally, over half (52%) said they prefer in-person meetings over virtual ones, even as 46% admit they feel more confident when conducted remotely, and (56%) believe all companies should have “anchor days” where the full team should be in the office together, further highlighting the drive to form connections with and learn from colleagues.
Susan Taylor Martin, Chief Executive, BSI said: “We are five years on from the pandemic and organizations around the globe are still grappling with the most effective ways of working. BSI commissioned this important study to create a detailed picture of a cohort who started their careers amid significant upheaval, many of whom have never known pre-pandemic ‘typical’ working patterns. The results provide a strong counterpoint to the culture war narrative of a lazy generation; instead we have found a cohort thinking very carefully about what they want from life and work and understand the trade-offs involved.
“They are our future leaders. Organizations thinking about how to attract, retain and get the most from their talent will surely benefit from starting from a place of understanding and empathy about the circumstances that shaped their newest starters and continue to inform what they want from their careers now.”
Kate Field Global Head Human and Social Sustainability at BSI, said: “This generation has had the curtain pulled back on what work is and what it can offer them. Our survey paints a picture of a highly pragmatic cohort. They value balance, moderation and consistency and are thoughtful when it comes to prioritizing their own health and wellbeing.
“Alongside the unique circumstances of the pandemic, they are also facing longer working lives and higher living costs so it is perhaps no surprise that sustainable careers – careers that serve their lives rather than the other way around – are a priority. This works for employers too, a healthy, happy workforce, inclusive of those with visible or invisible disabilities, mental health or neurodiversity needs, is a more innovative and productive workforce.”
Mark Morrin, Principal Research Consultant, ResPublica, said: “Hybrid working is not for everyone. But for the generation that entered the workforce during the pandemic the experience has been largely positive. Hybrid workers are more likely to have been promoted and more likely to have had wage increases compared to their site-based peers. But there is some indication that hybrid roles might lead to, or reinforce, a sense of isolation or lack of workplace confidence. A quarter of all those who are currently in remote or hybrid roles say that social anxiety would influence their decision to take a site-based role. This represents both opportunity and challenges for employers and policymakers in shaping the career landscape for young people and new job entrants.”
BSI’s 2025 Global Workforce Entrants Study also covers:
Detailed survey data on the above topics available on request, please contact hannah.craddock@bsigroup.com
Download the full report with full set of recommendations for organizations here.
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About BSI
BSI is a business improvement and standards company that partners with more than 77,500 clients globally across multiple industry sectors. BSI provides organizations with the confidence to grow by working with them to tackle society’s critical issues – from climate change to building trust in AI and everything in between - to accelerate progress towards a fair society and a sustainable world.
For over a century BSI has been recognized for having a positive impact on organizations and society, building trust and enhancing lives. Today BSI engages with a 15,000 strong global community of experts, industry and consumer groups, organizations and governments to deliver on its purpose by helping its clients fulfil theirs.
About Respublica
ResPublica is a British independent public policy think tank providing thought leadership, research and policy innovation. ResPublica aims to promote a strong and flourishing society with widespread economic prosperity for all communities in the UK, as well as virtuous practice in institutions, businesses and people.
