Firms embracing Work From Anywhere policies as demand for flexibility grows

The January blues are tough. Christmas is over, the cold weather lingers and you’re back to the same old office space and home set-up. And as the harsh winter weather drags on, those long, sun-filled days by the beach start to feel like a distant dream. 

But even if your next summer holiday is a long way off, you could escape the winter cold if your employer offers a Work From Anywhere (WFA) policy. 

As demand for flexible working grows, the dream of swapping your office for a sun-soaked destination might not be as far-fetched as it seems.

What are WFA policies?

WFA policies are a type of flexible work arrangement that allows employees to carry out their job duties from any location, as long as they’re staying productive and meeting work goals. 

Unlike traditional remote work, which usually means working from home or a set location, WFA gives employees the freedom to work from different cities, countries or even other continents. It’s like becoming a digital nomad, but with more stability and knowing your job can go with you, no matter where you are.

A major advantage of WFA policies is the good level of work-life balance they offer. The ability to work from desirable locations can have a positive impact on an employee’s wellbeing and improve workforce engagement. This is because they can choose environments that help them feel relaxed and focused, particularly if they want to escape to hotter work destinations in the winter months.

Moreover, WFA policies allow employees to travel and explore new places without having to take extended time off. And, for some, working from areas with a lower cost of living can lead to better financial savings, making it an even more attractive option.

Are more companies introducing WFA?

Employers are also seeing the advantages of WFA policies, and so are offering it as part of their company benefits package. For one, WFA allows companies to attract talented employees globally, hiring the best candidates regardless of their location. Additionally, the increased satisfaction and work-life balance that come from WFA policies can lead to higher morale and lower staff turnover.

Research from the Startups 100 for 2025 survey revealed that 8% of businesses now offer WFA as a perk, while 14% are considering it for the new year. Meanwhile, 36% of companies with full-time office-based policies are planning to transition to a WFA model. This shows that more and more companies are recognising the benefits of flexibility and are adapting to the growing demand for remote and location-independent work.

And this isn’t just startup businesses – many major companies have also jumped on the trend to embrace flexibility. These include:

• Airbnb: after the COVID-19 pandemic, Airbnb introduced a WFA policy, allowing employees to work from anywhere within the UK or abroad for up to 90 days per year.
• Shopify: Shopify announced it was permanently shifting to a “digital first” company in 2022, offering employees the freedom to work from anywhere.
• Dropbox: Dropbox transitioned to a “virtual first” model in 2020, meaning employees were allowed to work from home or any other location most of the time, coming together occasionally for in-person collaboration.
• Spotify: since 2021, Spotify’s WFA initiative has given employees the option to work from any location across the world, whether it’s at home or another destination of their choice.

What are the alternatives to WFA?

While WFA policies are gaining popularity, there are several alternatives if a business chooses not to implement them. These include:

• Remote work: a more traditional option where employees work from home or another location, but with more specific guidelines. For example, a company might allow employees to work remotely full-time, but they are still restricted to a country or region due to legal, tax or business considerations.
• Hybrid work: these policies combine in-office and remote work, giving employees the flexibility to work from home on some days and from the office on others. This has become the preferred working pattern for many UK companies, with 44% of employers using a structured hybrid model, as of January 2024.
• Flexible hours: some companies offer flexible working hours, allowing employees to set their own schedules as long as they meet deadlines and attend required meetings. This gives employees control over when they work, even if they are still expected to work from the office.
• Nomadic work (digital nomad policies): these policies are similar to WFA but with more focus on long-term travel. Companies with digital nomad policies support employees who want to live and work from different countries for extended periods, typically with more defined guidelines, such as time zone requirements to ensure overlap with team hours and rules around the duration of stays in certain countries to comply with visa and tax regulations.
• Workation: a workation policy is typically a short-term agreement where employees travel to a vacation destination and work from there. The purpose is to combine work and leisure, allowing employees to experience a change of scenery and enjoy holiday-like activities while still fulfilling their responsibilities. However, the focus is often more on relaxation and taking advantage of a location, even if work is still being done.

In short, as more companies embrace flexible work options, WFA policies are making it easier for employees to balance work and travel. 

With the ability to work from different locations, employees can enjoy a better work-life balance and explore new places to tick off their travel bucket list. In turn, companies benefit from happier workers and are more likely to attract a wider talent pool. All in all, it’s about giving employees the freedom to choose where and how they get the job done.