Companies embrace Work From Anywhere schemes as employers lure remote workers

A growing share of job postings are offering work from anywhere, as employers expand remote-work options. A Flexa analysis covering April through June 2025 found that about 44% of postings were tied to work from anywhere schemes, up from 36% in the same period a year earlier. Job seekers also favor such roles, with about 72% indicating a preference for work from anywhere posts in August 2025. The shift aligns with broader trends in the United Kingdom, where Public First estimates roughly 165,000 nationals now classify as digital nomads, living overseas for about seven months of the year.

Flexa's roundup highlights a number of recognizable brands that permit it. Vodafone offers UK staff 20 days per year to work remotely from anywhere, with a hybrid setup, learning opportunities, mental health support and early finish Fridays. TUI runs a workwide program allowing up to 30 days a year of remote work, with more than 4,500 days worked abroad since 2021, and benefits such as enhanced sick pay, health insurance and travel discounts. Tangle Teezer, a haircare brand, allows up to 10 days a year of remote work, with perks including early finish Fridays, women's health leave and in-office massages. Not On The High Street enables staff to work from anywhere up to 45 days per year, along with perks such as health insurance, mental health support, travel loans and employee discounts. Huel employees can work weekly hours from anywhere for up to two weeks per year.

The list also features MONY Group, the parent behind MoneySuperMarket and MoneySavingExpert, plus LettUs Grow, FlashPack and ScreenCloud. The note that this roster is not exhaustive underscores how a growing number of employers are integrating WFA options into benefits packages as hiring conditions tighten in many sectors.

The coverage traces back to a Daily Mail travel feature by Erin Deborah Waks, published and updated on September 25, 2025, and draws on Flexa's data as well as Public First's estimates on UK digital nomads. The trend follows the post-pandemic shift that has seen remote work become more widely accepted, with employees seeking flexibility and employers seeking to widen talent pools beyond traditional office locations. For employers, the practical implications include managing cross-border compliance, time-zone coverage and cybersecurity, while workers weigh tax, visa and cost-of-living considerations when choosing WFA roles.

As this model grows, analysts say WFA programs are expanding beyond the tech and travel sectors into consumer brands and professional services. The arrangements vary by company, with differences in days allowed, eligibility, and accompanying benefits. The emphasis on location flexibility is reshaping recruitment strategies and could influence wage trends, office footprints and travel patterns as companies balance talent access with cost control. With nomads and remote workers increasingly prioritizing location freedom, the market for WFA offerings is likely to widen further in the coming years.