Remote working explained

by Amber Rolfe

Remote working has moved well beyond a niche perk…

It's now a well-established way of structuring jobs across a wide range of industries and employer types. But what does a remote job actually look like in practice? In short, it's a role that isn't tied to a fixed office location. Whether you're working for a fully remote company, a global team spread across several countries, an employer who simply offers location-independent roles, the core principle is the same: the work is set up so it can be done from wherever you are.

We’ve already covered what flexible working is as an umbrella term, the types available, and whether it’s right for you - but here’s a deep dive into remote working, including how it’s structured and what it looks like in practice:

What is remote working?

Remote working describes a fully location-independent way of doing a job. In a remote role, you're not expected to be in an office - and work is structured so it can be carried out from home, a co-working space, or another location entirely. This applies whether your employer is a fully remote company, a large global firm with distributed teams, or simply a business that offers remote working as part of how a particular role is set up.

Remote working as a type of flexible working

Remote working is a type of flexible working - and flexible working is the broader umbrella term that covers many different arrangements. What sets remote working apart is that it's specifically about where work is done. 

Other flexible working models focus on different things: flexitime and compressed hours change when you work, job sharing changes how a role is divided, and hybrid working splits time between a fixed office and a remote location. 

Remote working, by contrast, removes the fixed office from the equation altogether - location independence isn't an add-on, it's the foundation the role is built on.

How remote jobs work in practice

Remote roles operate differently to office-based ones, regardless of the type of employer behind them. Instead of a shared physical space, the job is structured around a few core systems. In practice, this means written communication and digital tools do a lot of the heavy lifting that face-to-face contact handles in an office.

• Asynchronous and real-time communication. Asynchronous (or async) communication means people respond in their own time - through messages, recorded updates, or shared documents - rather than needing an immediate reply. Real-time communication, like video calls, still features regularly, but remote roles tend to lean on async methods to keep things moving, especially across different schedules or time zones.
• Documentation-led workflows. Without the option of a quick desk-side question, written records become central to how work gets done. Processes, decisions, and project notes typically live in shared documents, so anyone can find what they need without chasing someone down.
• Outcome-based performance. Remote roles are usually measured by what you deliver rather than hours logged. Clear goals and defined outputs replace the visible 'busyness' of an office environment.
• Digital collaboration tools. Platforms for messaging, video, project management, and file sharing are the backbone of remote work. These tools replicate the coordination that a shared office space once handled.

Types of remote working structures

Not all remote jobs are the same - how a role is set up depends on the employer and the nature of the work. It's useful to understand the different structures you might come across, because they affect how remote working actually feels day to day.

• Fully remote organisations. Every employee works remotely, and there's no central office. The entire business is built to operate online.
• Remote-first companies. These employers treat remote as the default. They may have a small office available, but their processes, communication, and culture are designed around remote work from the ground up.
• Distributed or global teams. Employees are spread across multiple regions or countries, often across several time zones. Coordination relies on shared systems, clear documentation, and planned handovers.
• Freelance and contract remote roles. Independent professionals carry out project-based work remotely, often for more than one employer at a time, without being tied to any single company's premises or schedule.
• Remote roles within mixed-model employers. Some jobs are remote even within organisations that aren't fully remote - where other teams or departments work in an office, but a particular role is set up to be location-independent.

Contract jobs vs. permanent jobs: What’s the difference?

How remote roles are managed

In remote jobs, the structures around communication, performance, and coordination tend to be more explicitly defined than in an office-based role. Without a shared space to fall back on, clarity about expectations matters more.

• Communication standards. Most remote roles come with clear expectations around response times, which channels to use for what, and how updates should be shared - so the team stays aligned without constant check-ins.
• Output and KPI-based performance. Progress is tracked through deliverables, milestones, and key performance indicators rather than physical presence. Goals are typically defined upfront so it's clear what success looks like.
• Remote onboarding. Starting a new remote job means getting up to speed through digital processes - virtual introductions, online training, and shared documentation - rather than an in-person induction.
• Cross-location coordination. When colleagues work across different places or time zones, coordination is built around overlapping hours, shared tools, and planned handovers rather than impromptu desk-side conversations.

How day-to-day work changes in a remote role

When you work remotely, the structure of how things get done shifts in a few noticeable ways - regardless of your employer type. Communication and coordination happen through deliberate systems rather than the informal rhythms of a shared office.

• Fewer ad-hoc conversations. Spontaneous corridor chats and quick desk-side exchanges largely disappear. Communication becomes more intentional and planned.
• More written communication. Without regular face-to-face contact, much more is written down. Decisions, instructions, and updates are documented rather than shared verbally in passing.
• Structured meetings. Meetings tend to have clear agendas and defined purposes. They're scheduled in advance rather than arising spontaneously.
• Independent working rhythms. Remote roles often involve working to your own schedule within agreed parameters, especially if colleagues are spread across different time zones. Work flows in overlapping cycles rather than a single shared office day.

How to improve your communication skills

How progression typically works in remote jobs

Progression in remote roles is structured around documented outputs and defined goals rather than visibility in a shared workspace. How you're recognised and how you move forward is shaped largely by what you deliver and how you communicate it - rather than by being seen in the office.

• Visibility through documented work. Contributions are recognised through written records and measurable results rather than presence. Shared tools and documentation make it possible to track who's doing what.
• Defined progression frameworks. Career advancement in remote roles is typically mapped through clear goals, performance data, and outcome reviews - giving a structured way to track development over time.
• Digital networking. Connections form through messaging platforms, virtual events, and cross-team collaboration rather than in-person interaction. Many remote employers build deliberate structures to encourage this.
• Wider talent competition. Because remote roles can be filled by people anywhere, hiring pools are often larger - which shapes how roles are scoped and what employers look for.

Nine jobs with the best career progression 

Five tips to guarantee career progression

Common challenges in remote working

Remote work comes with a distinct set of challenges that shape how roles are structured and managed. Understanding these gives useful context for what working remotely actually involves.

• Maintaining team culture. Building a shared sense of identity without a physical office takes deliberate effort. Remote teams often rely on virtual social spaces, regular check-ins, and intentional communication to maintain it.
• Staying aligned. When everyone is working independently, keeping teams pointed in the same direction requires clear communication and consistent information sharing - otherwise things can drift.
• Managing time zones. In distributed or global roles, scheduling, live collaboration, and handovers all need more planning when colleagues are spread across different parts of the world.
• Avoiding information silos. When knowledge isn't documented and shared properly, important details can get stuck with one person or team, making it harder for others to move forward.

Where remote working models are most commonly found

Some sectors have a significantly higher concentration of remote jobs than others - typically those where the work revolves around digital outputs and doesn't require being in a specific place.

• Technology and software. Development, engineering, and IT roles often run entirely online, making tech one of the most remote-heavy sectors.
• Digital and marketing. Content creation, design, social media, and campaign work translate naturally to remote setups.
• Customer support. Many support and service roles operate through online and phone-based systems, with no fixed location required.

In terms of employer type, startups often hire remotely to keep overheads low and access a wider talent pool. Global firms run distributed teams across regions, so remote roles within them can span multiple countries and time zones. Remote-first companies are built entirely around location-independent working. And many other businesses simply offer individual roles on a remote basis - without being remote as a whole.

If you’re looking for remote jobs or popular work from home roles, exploring these sectors is a useful starting point.

Browse all remote working opportunities

Frequently asked questions

What is the difference between remote working and working from home?

Working from home usually refers to doing your job from your house - often as part of a broader arrangement where you might still go into an office on some days. Remote working, as a job structure, means there's no office requirement at all. You could work from home, a co-working space, a café, or another country - the role is built to be location-independent.

Do you have to work for a fully remote company to have a remote job?

No. Remote roles exist across many different employer types - including businesses that aren't fully remote. Some companies offer specific roles on a remote basis even if other parts of their team work in an office. What defines a remote job is that the role itself isn't tied to a fixed location, not that the whole employer operates remotely.

How do remote teams stay connected without an office?

Through a combination of messaging platforms, video calls, project management tools, and shared documents. Most remote roles come with clear expectations about which channels to use and when - so collaboration can happen smoothly without everyone needing to be online at the same time.

What does asynchronous communication mean?

It means communicating without expecting an immediate response. Updates are shared through messages, documents, or recordings, and people reply in their own time. It's particularly useful in roles where colleagues are spread across different time zones.

Still searching for your perfect remote job? Browse all remote working opportunities now