A third of Spain's remote workers would start job hunting if ordered back to the office
InfoJobs published its sixth annual Radiografía del Teletrabajo on 14 September 2026, timed to the International Day of Teleworking on 16 September. Surveying more than 4,000 working people in Spain, it found 25% telework fully or partly – 19% hybrid and 6% fully remote – a figure statistically unchanged from 2025 and close to 2024’s 24%.
The headline finding is about what happens if that arrangement is withdrawn. Asked how they would respond to being required in the office more often, 35% said they would look for another job, rising to 39% if the return were fully on-site. Among fully remote workers that figure reaches 49%, against 31% of hybrid workers. On the employer side the picture is stable: 1% plan to scrap remote work, 3% to reduce it, 75% will keep current conditions and 8% intend to expand. Between January and August 2026, 174,782 InfoJobs vacancies offered some remote option – 11% of all postings, flat as a share of the market but down from 187,906 postings in the same period of 2025.
Why this matters
If you are negotiating a remote arrangement with a Spanish employer, this report gives you a number to put on the table. Roughly two in five people told a national jobs board they would leave over a full return to the office, and among the fully remote it is one in two. That is a retention cost, and it is the argument that lands with a hiring manager in a way that a preference does not.
The second number is the one to watch if you are job hunting. Eleven per cent of Spanish vacancies carry a remote option, and the absolute count of those postings fell year on year even though the share held. Fewer remote roles are being advertised in a market where demand for them has not moved, so expect competition on the openings that do appear.
Context
InfoJobs’ 25% is well above the 15.6% that Spain’s official Encuesta de Población Activa recorded for 2025. The two measure different populations with different methods, so they should not be presented as the same figure or compared directly year to year.
Spain’s remote work framework still rests on Ley 10/2021, which requires a written agreement once an employee works remotely for at least 30% of their time over a three-month reference period. Our guide to remote work and self-employment in Spain covers how that interacts with autónomo status.
What to watch
Royal Decree 723/2026, published in the BOE on 15 September, requires employers to state in writing the work centre a remote worker is attached to and to disclose algorithmic systems used to set working conditions. It applies from 5 October 2026.