The way companies work across the Asia-Pacific (APAC) region is changing fast. I’ve seen this first-hand: the shift to remote and flexible work is not just a passing wave—it’s becoming the core of how enterprises expand, attract talent, and survive in a fiercely competitive environment. Especially in cities like Singapore, the demand for modern work setups continues to rise.
Why is this so important today? It’s more than just following trends or giving in to staff demands. The numbers themselves reveal a landscape undergoing real and lasting change. Today, I’ll walk you through seven data-driven trends I believe will shape APAC’s remote work environment all the way through 2026, backed by research, insights, and the expertise I’ve built working with organisations through EWS Limited.
Remote work is not a future idea—it’s the new normal in APAC.
I want to start with the cold, hard figures. The recent APAC Insider analysis and the International Data Corporation (IDC) 2024 survey of 600 businesses provide a clear snapshot. Participants ranged from 100 to 2,000 employees and were drawn from Australia, Hong Kong, India, Indonesia, Japan, Singapore, and South Korea. Here are some key data points:
These figures signal strong and ongoing movement. Japan and Australia are at the front—85% and 83% of companies, respectively, intend to hire remote full-time employees. South Korea and India trail closely at 79%. This isn’t just about temporary changes. Instead, what I see is a structural shift that supports future growth and international expansion.
This is just one of several topics covered in more detail about creating effective hybrid work models—but for now, let’s look deeper at the specific trends shaping this region’s future.
When I look at the latest studies, one message comes through: APAC companies are not slowing down. In fact, they are ramping up hiring. The IDC survey says organisations want to increase their full-time employee count by at least 10% over the coming year. And it’s not just remote hiring for short-term roles—there’s a clear pivot toward fully remote full-time positions.
Australia stands out: 55% of Australian firms see this as their top hiring mix. South Korea and Indonesia come next at 47%, India at 45%, and Singapore at 44%. Japan and Hong Kong follow at 37%. Each country’s approach is nuanced, but the pattern is consistent—increased remote, increased full-time, and an evolving view of what constitutes a team.
From my standpoint, the real takeaway is this: Remote employment in APAC is more than a survival mechanism—it is emerging as a preferred path for hiring, growth, and stability.
It’s hard to ignore the push and pull between what companies offer and what workers want. While remote setups are gaining traction, a 2025 study by Reeracoen and Rakuten Insight Global found only 46% of professionals in APAC have access to hybrid work setups, even though 72% want this arrangement. Singapore leads, with 68% of employers supporting hybrid models, trailed by Vietnam (65%) and India (61%). You can see details on this shift in the hybrid work adoption report.
What does this mean on the ground? From what I observe, companies that adjust and act early on hybrid set-ups will find it easier to attract and keep skilled staff, especially in competitive markets like Singapore. My experience working in India supports this—the more flexible you become, the more talent you can reach.
Hybrid work is the bridge between talent expectations and operational realities in APAC.
I think it is important to call attention to Singapore’s unique position. According to ADP Research, Singapore boasts the highest remote work index rate globally at 23%. It’s a striking statistic—and the context is even more telling.
Why does it matter so much here? I’ve found that Singapore’s employers are coping with one of the toughest labor shortages in the world. A striking 83% report difficulty finding the talent they need (the sixth-highest rate globally, compared to an average of 74%). This figure has jumped by four points compared to the previous year—and it’s double what it was back in 2019.
Simply put, offering remote flexibility is turning from a nice-to-have into a non-negotiable factor for attracting and keeping top hires. Companies that want to win in Singapore—whether local or expanding in with help from services like Employer of Record Philippines—should take notes: remote work isn’t just about efficiency, it’s about survival.
Talent shortages don’t just affect Singapore—they’re a reality across much of APAC. IDC research highlights sectors particularly affected:
As companies chase hard-to-find skills, remote work has become the tool of choice to widen the talent pool beyond local or even national borders. IT and data skills are the most in-demand (38%), followed by engineering (28%) and operations/logistics (23%).
What’s fascinating is the growth of demand for sustainability and ESG knowledge, which now covers 41% of reported skill gaps. This shift makes hiring globally and remotely even more attractive—APAC businesses can recruit wherever those rare or emerging skills are found, not just in their immediate location.
Having worked closely with EWS Limited’s clients shifting to global mobility strategies, I’ve seen how effective this is in practice. And as seen on our remote onboarding solutions guide, hiring beyond borders reduces pressure from tight local markets.
Flexibility doesn’t just mean working from home or the beach. Offices are changing shape too.
According to the APAC Insider’s report on the world of work in 2026, demand for flexible office solutions is surging. Enterprise clients made up 32% of total flexible workspace demand in Australia and New Zealand during the first half of 2025, compared to just 18% three years ago. This share is still going up, as companies rethink the size, location, and structure of their physical footprints.
I believe companies increasingly see distributed teams and hybrid models as ways to control property costs, react quickly to market changes, and test new regions—while still supporting collaboration when needed.
The financial side of remote expansion often gets overlooked. In my experience, it’s a major advantage. By relying more on remote employees and contractors, firms in APAC are lowering overhead, avoiding relocation costs, and skipping the queues for local office rent.
What’s striking is how global the shift actually is. Forbes Advisor projects that, by 2025, 22% of the American workforce (32.6 million people) will work remotely. And, notably, 98% of workers globally want the option to work remotely at least some of the time. APAC’s trajectory is tightly aligned with this global momentum, especially in the tech sector.
Expansion isn’t just about numbers or cost alone. There’s a new focus on compliance, employee well-being, and the overall experience of working remotely or in a hybrid team. From what I have observed, companies expanding into new markets must think about:
This is where the EWS Limited model of centralised management helps companies avoid risks and simplify their footprint as they expand. Solid onboarding, reliable payroll across currencies, and stress-free mobility make international remote teams more effective.
If you want an in-depth look at issues like compliance and international onboarding, the remote onboarding resource provides plenty of practical advice based on real projects.
Bringing these trends together, what’s really underway is a new mindset. Companies planning for 2026 and beyond should focus on building “remote-first” teams—not just adopting a few remote tools, but structuring their hiring, management, and compliance with a remote foundation in place.
I’ve watched firms that do this outpace their competition, moving faster to new markets and hiring top talent before others can. APAC leaders like Singapore, Australia, and Japan are making remote work and hybrid options a magnet for their next generation of professionals.
The region’s broader journey is clear:
I’m convinced that organisations in APAC—especially those starting expansion projects, raising new funding rounds, or aiming for regional leadership—need to act now. Partnering with a provider like EWS Limited connects all the dots, from payroll management and compliance to company formation and employee guidance.
APAC’s shift to remote and flexible work is moving faster than anywhere else in the world. Data paints a picture of growth, adaptation, and fierce competition for in-demand skills. Companies prepared to move quickly, build remote-optimised strategies, and invest in strong onboarding and compliance will unlock access to top talent and new markets.
If you’re planning to expand your business across APAC, now is the time to build your foundation on robust remote solutions. Reach out to EWS Limited for practical expertise—so your team can keep growing, wherever in the world your next opportunity may be.
Remote work in the Asia-Pacific region refers to employees performing their jobs from locations away from a company’s main office, whether from home or other distributed sites. It also covers flexible and hybrid setups, where time is split between remote and on-site work, accommodating both business needs and employee preferences. The trend is especially strong in countries like Singapore, Australia, Japan, and India, and is growing fast as firms seek greater access to skilled talent, manage costs, and adapt to local labor shortages.
The major remote trends for 2026 in APAC include: rapid workforce expansion using remote hiring, increased adoption of hybrid models, Singapore leading the world in remote participation, ongoing skill shortages in key fields like IT and sustainability, a sharp rise in flexible workspace demand, cost-focused remote hiring for business growth, and a strong focus on compliance plus employee experience. Companies are moving to remote-first structures to maximise agility and talent acquisition across the region.
Start by ensuring you understand country-specific labor laws, payroll, and tax obligations for each APAC market you enter. Use solutions like employer of record and payroll outsourcing to simplify international hiring and stay compliant. Invest in good onboarding practices and flexible policies to attract skilled staff. Strategic experts like EWS Limited help companies manage every stage, from workforce setup to cross-border logistics, so you get the benefit of local knowledge without complex administrative burdens.
Yes, remote work can significantly reduce costs. Lowering office space requirements, minimising relocation expenses, and hiring talent from wider regions all contribute to savings. Flexible models also allow for adjusting workforce sizes and structures quickly as business needs shift, which helps avoid the sunk costs of long-term leases or infrastructure. The key is to pair cost-saving approaches with compliance and employee engagement for maximum benefit.
Among the top countries for remote work in APAC are Singapore (with the highest remote work rate globally at 23%), Australia, Japan, South Korea, and India. These markets offer mature digital infrastructure, supportive policies for hybrid and remote setups, and large talent pools. Companies looking to hire in these regions should consider both regulatory factors and workforce expectations to build the best remote teams.
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