The VI Telework Report in Spain by InfoJobs reveals that 35% of remote workers would change jobs if their company requires them to attend the office more days. The report comes amid a struggle among major tech companies to regain in-person attendance.
The 35% of remote workers in Spain would change jobs if their company requires them to attend the office more days, according to the VI Telework Report in Spain prepared by InfoJobs, as reported by merca2.es. This figure reflects a labour market where remote work has shifted from being a benefit to a condition for staying with the company.
The report arrives at a time of tension between tech companies and their employees over control of the work calendar. The most visible case is that of Ryan Roslansky, CEO of LinkedIn since May 2020, who will leave Microsoft at the end of 2026 after nearly 18 years with the group.
“I know what it takes to successfully lead the next phase of this work: being in Redmond full-time, every day. But my life and my family's life are here, in the Bay Area,” the executive wrote on his LinkedIn profile.
The origin of the clash dates back to February 2026, when Microsoft changed its policy and began requiring three office days a week for those living less than 80 kilometres from a headquarters. “The data is clear: when people work together in person more frequently, they thrive,” argued Amy Coleman, the company's chief of staff. Satya Nadella, Microsoft's CEO, stated in a statement that Roslansky leaves the organization “in a strong position.”
A study by the universities of Chicago and Michigan analysed the effect of return-to-office policies and concluded that the more senior employees were the first to leave: the measure reduced the average tenure at the company by up to 20%. Many of those veterans ended up hired by direct competitors.
Roslansky is not the first executive to refuse to relocate. Brian Niccol, CEO of Starbucks, lives in Newport Beach while the headquarters is in Seattle, about 1,600 kilometres away. His contract does not include relocation but allows for the use of a private jet and an office near home, with three mandatory days of presence in Seattle.
The InfoJobs data describes a market where remote work mainly affects more experienced profiles, those who take longer to replace and are more expensive to hire. Other industry analyses suggest that some employees would even accept a salary cut of up to 25% in order not to return to the office full-time.
There are two common traps for those seeking remote work. The first is the job offer labelled as remote work that is actually a hybrid model of just one day at home. The second is the ad that does not specify anything and leaves the modality to the discretion of the team leader.
The game is played on uneven ground. Tech companies and consultancies can afford to lose senior profiles because they have a pipeline behind them; an insurance company or a medium-sized bank cannot. In sectors like telephone customer service, logistics, or healthcare, remote work never became established.
For the candidate, the practical takeaway is simple. Before accepting an offer, it is advisable to ask in writing how many days are in-person, whether the model can be unilaterally modified, and what the applicable collective agreement states. Mandatory in-person attendance of one day a week, split shifts, and availability to travel are the three conditions most often omitted in the first conversation.
Job vacancies with remote work are published on each company's job portal and in public employment services, such as Empléate, from SEPE. The application period is continuously renewed as long as the offer remains active.
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