Workers want flexibility plus stability. Can companies offer both?

Work used to come with a built-in sense of security. A steady paycheck, clear career growth, a retirement plan — these were the markers of a stable job. Now, job security can feel like a relic of a bygone era, as the way we all work has shifted, alongside emerging technology.

It’s no surprise that workers — whether freelancers, corporate employees, or gig workers — are craving stability as the future of work feels uncertain. At the same time, workers want flexibility of location via remote work and flexibility of time via async hours.

Can the workers of today really have it all? Or will they be forced to choose between stability and flexibility as demands on their time and wallets increase?

Job security? Never heard of her.

Recent data from the Pew Research Center shows that while 69% of American workers say they feel a fair amount of job security, only 33% feel a “great deal” of security. That means two-thirds of workers aren’t fully confident their jobs will be there tomorrow.

The tech industry was once seen as a space ushering in a golden age of high salaries and long-term job prospects. Now, the outlook isn’t quite as optimistic. A recent survey by Indeed found that 40% of tech employees believe layoffs are coming for them next. Many are already considering jumping ship before the axe falls.

But tech workers aren’t alone in feeling uneasy. Across industries, companies are slashing costs, cutting positions, and restructuring faster than ever. In some cases, entire teams are being replaced with AI-driven solutions or outsourced labor, leaving workers scrambling to prove their value.

Freelancers also worry about stability

They might have more control over their schedules, but they also lack employer-provided benefits, stable income, and legal protections. Remote’s Contractor Management Report 2025 found that 41% of freelancers feel most concerned about job and income stability, while for 31% — it’s worries around being paid on time. 

This was followed by 27% being most concerned about being able to find clients. Another survey of freelancers worldwide found that while 83% want to keep freelancing full-time, nearly half say they feel financially insecure and unprepared for income fluctuations.

Burnout, anxiety & confusion over workplace policy

Uncertainty can drain workers emotionally and mentally. Job insecurity has been linked to chronic stress, anxiety, and even physical health problems like high blood pressure and insomnia.

A 2024 report by the American Psychological Association (APA) found that today’s workers are dealing with anxiety fueled by intergenerational workplaces, AI integration, and unclear company policies around remote work. The combination of these factors has left many employees in a state of constant stress, unsure of whether they’re valued or replaceable. 

For freelancers, the pressure is even greater. Not knowing when the next paycheck is coming or whether a client will suddenly vanish can cause extreme financial anxiety. And without access to traditional safety nets like unemployment benefits, freelancers often have to shoulder the risks alone.

How do freelancers feel about the job market?

Our latest report dives into key data on job stability, income reliability, and the balance between flexibility and financial security.

Go to report

Do Gen Z job-hop in search of value most of all?

For years, Gen Z workers have often been branded as flaky job-hoppers, but the reality is more nuanced. A 2024 study by Admiral found that 75% of workers aged 18 to 27 want long-term, stable jobs — staying an average of seven years in one role. That’s almost double the tenure of Millennials at the same age. [CNBC]

Gen Z are more likely to have got their foot in the door during a global pandemic, a time of mass layoffs, high inflation and skyrocketing living costs. They’ve entered the workforce during a period of great instability — this has been their introduction to work. So now, instead of chasing “dream jobs,” many just want a workplace that has valuable long-term prospects for them.

For younger workers, stability means being able to afford rent, pay off student loans, and maybe even one day buy a home — something that is now somewhat of a wild concept, given that the average home price has rapidly increased in many places globally. In the U.S., this has risen to $418,489, while wages have struggled to keep up, according to January 2025 data from Redfin.

Lackluster promotions: More work, same pay

Being fairly compensated for work is also a facet of job security, to keep up with living costs, plus the extra or harder time someone might spend working once promoted. But a growing number of employees feel promotions don’t always come with fair raises — bring increased responsibilities without a significant change in salary.

Fair compensation plays a key role in job satisfaction and financial well-being, especially as employees take on new responsibilities. Promotions are an opportunity to recognize hard work and expanded roles, ideally with both career growth and appropriate pay adjustments. 

For employers, aligning promotions with clear career progression and fair compensation can help maintain motivation, engagement, and long-term commitment. Recognizing employees’ contributions through competitive rewards helps to build a positive work environment with better outcomes.

Flexibility is great, but stability pays the bills — why not both?

While remote work and flexible schedules have become the norm for many, workers are over flexibility alone — they want flexibility with a safety net.

The APA’s 2024 Work in America survey highlights that employees are navigating AI disruptions, shifting work expectations, and economic instability — all while trying to maintain a sense of job security.

Companies that want to keep their workforce engaged need to find a balance between flexibility and stability. This doesn’t mean a return back to a rigid, office based 9-to-5, but instead:

• Offering clear advancement pathways (and fair raises for taking on more work)

• Being transparent with their employees about layoffs and restructuring 

• Providing benefits that make gig and contract work more sustainable

• Paying workers fairly, regardless of location

How employers can offer both flexibility and stability

It’s easy to assume that stability and flexibility are opposing forces. Stability means structure, predictability, and long-term commitment. Flexibility is about freedom, adaptability, and autonomy. But businesses that find the right balance between the two will build a stronger, more engaged workforce.

So how can companies provide security without sacrificing agility? 

1. Offer stable contracts with flexible schedules

Get rid of the narrative that flexibility automatically means uncertainty. Businesses can offer long-term contracts, guaranteed minimum hours, or clear project pipelines while still allowing employees to work when and where they are most productive. For example:

• Instead of hiring freelancers on a project-by-project basis, companies can offer six-month or year-long contracts that provide guaranteed income, even if workload fluctuates. This gives workers stability without locking them into rigid schedules.

• A company that requires employees to be available for core meetings can still offer flexible start and end times, allowing workers to adjust their schedules around personal commitments.

2. Provide benefits that support different work styles

Not every worker fits into the traditional 9-to-5 mold, but that doesn’t mean they should miss out on essential benefits. Companies can extend stability by offering benefits to part-time, freelance, and remote workers — not just full-time employees. For example:

• Some companies offer healthcare stipends for contractors, helping gig workers access essential services without being full-time employees.

• Employers can provide retirement contribution matching for both full-time and freelance workers, helping everyone build long-term financial security.

3. Make career growth possible for everyone

Feeling shut out of progression is tough — especially for freelancers and remote employees. It can seem as if they’re on the outside looking in when it comes to promotions and career growth. Companies can fix this by ensuring every worker, regardless of status, has a clear path forward. For example:

• Offering structured career coaching for employees who work remotely, ensuring they still get mentorship and development opportunities even if they’re not in an office.

• Freelancers working long-term for a company should have access to upskilling programs, mentorship, or networking opportunities — so they aren’t stuck in the same role forever.

4. Be transparent about job security and company changes

Nothing creates more anxiety than feeling in the dark about company changes. Whether it’s layoffs, restructuring, or shifting business goals, employees at all levels want clarity about where they stand. Employers can do this by:

• Implementing "no-surprise layoff policies" where employees get advance notice and support before cuts happen.

• Leadership sharing regular financial updates and hiring plans so employees understand where the company is headed — before rumors start.

Remote & Async Work —

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Remote's total rewards policy

With a team of hundreds of people in more than 60 countries all around the world, Remote has tackled every challenge on global compensation and total rewards for distributed teams. In this post, we will outline exactly how we manage total rewards at Remote, including advice from our public handbook.

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How to manage global compensation

What is the best approach to global compensation when you hire remotely: global or geo pay? Read our comprehensive resource to find out.

5. Fair pay for a global workforce

With remote work now a new normal for many, employers are adopting different approaches to setting salaries across multiple locations.

• Some adjust compensation based on regional cost-of-living differences, while others focus on role requirements, experience, and skills to maintain consistency.

A structured global compensation strategy helps businesses stay competitive while attracting and retaining talent. 

• Companies can balance flexibility and fairness by offering location-adjusted pay scales, cost-of-living stipends, or standardized salary bands that create equity across teams.

By clearly defining salary structures and communicating the rationale behind them, businesses can build trust, improve retention, and create a more sustainable workforce.

Bosses: let’s rethink stability,flexibly

The workforce is ever changing, and so are workers' priorities. While flexibility remains a key demand, stability is right behind it. Employees — whether full-time, contract, or freelance — want to feel secure, valued, and fairly compensated.

High turnover, burnout, and disengagement are bad for business. A workforce that feels stable is a workforce that’s more productive, loyal, and invested in company goals — because they become more closely aligned with their own. 

A quick recap: What can employers do right now?

• Be transparent about job security. If layoffs or restructuring are on the horizon, communicate openly and early. Employees appreciate honesty, and it builds trust.

• Be honest about career progression. If promotions, raises, or growth opportunities are limited, communicate that clearly rather than letting employees assume they’re on track for something that isn’t coming.

• Offer flexibility without sacrificing performance. Flexibility shouldn’t come at the cost of productivity, but it also shouldn’t be so rigid that it hurts employees. 

• Trust workers to manage their time in a way that works for them. Whether it’s flexible hours, remote work options, or results-based performance metrics, giving employees autonomy without unnecessary restrictions leads to higher engagement and better outcomes for everyone.