This report aimed to provide an understanding of how remote work can contribute to resilient municipalities and regions. This was mainly done by a policy review as well as interviewing planners and practitioners in rural and remote municipalities and regions in the Nordic area to see how they are utilising remote work for rural development.
Based on the results of the case studies it is reveal that the municipalities in the Nordic regions tend to follow general trends when it comes to remote work. Hybrid work is accepted as a new standard way of working, but only for certain categories of employment. The standard practice is for employees to work some days a week remotely in a hybrid format.
Interestingly, the study notes that there are no official remote work policies in place. Instead, each workplace or manager is usually responsible for tailoring a model that suits their respective working group. This approach may lead to different policies for similar work tasks, highlighting the influence of managers’ and employees’ perceptions of hybrid work. The interviews conducted for the study also shed light on several important considerations.
Remote work opportunities are seen as a crucial factor in recruiting and retaining highly qualified staff, especially in smaller towns that are facing recruitment difficulties or high personnel turnover. Hybrid work arrangements are often tailored to the personal wishes and needs of employees, displaying a focus on employee satisfaction and work-life balance. There is also the impression that remote work is a new norm and widely accepted by employers and employees in both the public and private sector.
Furthermore, the municipalities in the study recognise remote work as an opportunity to retain current populations, attract new inhabitants and cater to seasonal populations. This is particularly relevant for "returners" – individuals who grew up in a town or area but later moved away. Remote work is also seen as a way to recruit highly qualified personnel and facilitate employment for the partners of potential employees, thus enabling smoother relocations. The study also emphasises that there is the political ambition to develop remote work opportunities across the Nordic region. The benefits and possibilities of remote work were recognised even before the COVID-19 pandemic. However, the pandemic accelerated the development of remote work as it demonstrated how it was a feasible way of working.
Remote work opportunities vary across sectors, with regional and rural areas maintaining more on-site jobs. This is mainly because more ”traditional” jobs are found in the remotest areas. Nevertheless, efforts are being made to provide suitable conditions for remote work so that it is possible in all areas. The public and private sectors are both promoting remote and hybrid work opportunities. Co-working spaces have been established in many regions and municipalities, often as private initiatives, but are recognised as vital to attracting the remote labour force.
The availability of improved digital infrastructure is key to expanding remote work opportunities. It is acknowledged that without proper connectivity, these opportunities are limited. Remote work hubs not only facilitate remote work but also foster innovation environments where various stakeholders can collaborate.
Although there are discussions about part-time dwellers and second home owners working remotely, few initiatives specifically target this group. The overall focus of regions and municipalities is to enhance attractiveness, which includes factors such as access to services, vibrant communities, nature and housing options. Remote work is viewed as a positive regional development tool, but it is not the sole factor driving decisions to relocate.