Is a programmer career from home or anywhere in the world really possible? Remote work in the IT industry has come a long way—from pre-Internet experiments, through the gradual development of online tools, to the breakthrough caused by the COVID-19 pandemic. Today, home office or hybrid work models have become everyday reality for thousands of IT professionals. In this article, we explore how remote work has evolved over the years, what trends dominate globally, and what benefits and challenges it brings—with a special focus on the Polish perspective. At the end, you'll also find practical tips on how to start a remote developer career.
**A Brief History of Remote Work in IT
Pre-Internet era: the first telecommuting experiments**
Surprisingly, the concept of remote work was born long before the modern Internet. The term "telecommuting" was coined in 1973 by NASA engineer Jack Nilles. Back then, companies experimented with connecting to mainframe computers via terminals and telephone modems. For example, IBM tested remote work in the early 1980s—initially with just five employees, expanding to 2,000 by 1983. At the time, graphical interfaces and fast connections were lacking, so remote work mainly involved text-based terminal sessions and occasional use of landline phones to access computers.
Internet development and communication tools
The real revolution came with the rise of personal computers and the Internet in the late 20th century. Email became a standard communication tool in the 1990s, while tech communities already used text-based chats (e.g., IRC from 1988). Over time, new tools emerged enabling smoother remote collaboration: early instant messengers (ICQ, later Gadu-Gadu), remote access solutions (VPNs, remote desktops), and in 2003, Skype popularized VoIP video calls. During the Web 2.0 era (2000–2010), knowledge workers began using platforms like Google Docs for collaborative editing and tools like wikis and forums for knowledge sharing. Around the mid-2010s, broadband Internet helped spawn platforms that streamlined distributed teamwork: Slack (2013) revolutionized asynchronous workplace communication, while Zoom (2013) and Google Meet enabled easy group video conferencing. By the late 2010s, more and more companies—especially tech startups—adopted remote-friendly or even remote-first work models, making remote work the norm rather than the exception.
COVID-19 pandemic – a turning point
Despite technological advancements, remote work was not yet standard practice in many organizations before 2020. That changed abruptly with the outbreak of the COVID-19 pandemic. In spring 2020, companies worldwide switched to remote mode almost overnight—and in many cases, productivity didn’t drop. The stats highlight the scale: before the pandemic, fewer than 5% of US employees worked remotely most of the week; at the height of lockdowns, that number exceeded 60%. Globally, remote job postings increased dramatically—for instance, in the US, the share of job ads with a remote option rose from ~4% pre-pandemic to over 15% in 2022. Many large companies embraced the model: according to Gartner, 74% of organizations planned to keep remote work options post-pandemic. At the same time, infrastructure improved—companies invested in VPNs, task management tools, and IT security for distributed teams. The pandemic acted as a catalyst, cementing home office as a legitimate working model in the tech industry. While some employees returned to offices after lockdowns, the new normal differs from pre-2020—many firms continue offering remote or hybrid work (e.g., in 2023, 71% of companies allowed some form of remote work permanently).
Current Global Trends in Remote IT Work
What does remote work in IT look like today, several years after the pandemic? Here are some key global trends:
• Hybrid model as a compromise: More organizations are adopting mixed approaches, combining remote work with regular in-office meetings. This is reflected in job ads—for example, in Poland, the share of hybrid work listings rose from 5% to 14% in one year. Many employers now see an optimal setup as bringing teams into the office once or twice a week or for specific project sprints, with the rest of the work done remotely. This hybrid model offers the best of both worlds: flexibility and quiet focus at home, plus relationship-building and organizational culture through in-person interaction.
• Digital nomads and work-from-anywhere: The spread of remote work gave rise to the global phenomenon of digital nomads—professionals (often from IT) who travel the world while working online. A decade ago, it was a niche lifestyle; today, it's a growing workforce segment. In 2025, the global number of digital nomads is estimated to exceed 40 million, and it’s growing rapidly (e.g., in the US, the digital nomad population rose by 147% between 2019 and 2024). In response, dozens of countries have introduced special “digital nomad visas” allowing legal long-term stays and remote work. Nearly half of popular tourist destinations now offer visa programs for remote workers lasting at least a year. This shows how remote work is reshaping the global labor market—specialists can choose their place of residence based on personal preferences (climate, cost of living, attractions), without sacrificing their careers. The IT industry has even coined the term “workation”—blending remote work with vacation, such as spending a month in a warm country while continuing daily job duties online.
Distributed Teams Across the Globe
As the physical workplace has lost its significance, tech companies have become increasingly bold in hiring talent regardless of location. As a result, international teams are being formed, with members scattered across multiple countries and time zones. Asynchronous work (not everyone working at the same time) has become the norm in many open-source projects or remote-first companies. According to reports, as many as 62% of remote employees work daily with colleagues in different time zones. This level of distribution has driven the need for refined communication and management methods — daily stand-ups via chat, using time zones to “pass the baton” (e.g., continuous 24-hour coding thanks to handoffs across continents), and building company culture virtually (team-building video calls, virtual break rooms, annual retreats, etc.) have all become common. Furthermore, companies that recruit globally gain access to a broader talent pool, and employees gain access to job opportunities worldwide. The global job market has opened up for developers — a specialist from Poland can now work for a company in the US or Scandinavia, often without needing to emigrate.
A New Approach to Productivity and Work Hours
With remote work becoming accepted, organizations have had to rethink traditional approaches to work control. Results and completed tasks are now more important than time spent “at the desk.” McKinsey reports indicate that when remote work is fully utilized, productivity does not drop — and around 20–25% of workers in developed economies could effectively work from home 3–5 days a week, up to 4–5 times more than before the pandemic. Companies are experimenting with flexible work tracking (task-based schedules, flextime) and new tools for monitoring progress (project management systems, KPIs for distributed teams). On the flip side, controversies have arisen — some corporations adopted so-called “tattleware” (software that monitors computer activity), sparking debates about trust and privacy. Nonetheless, the overall shift is from direct supervision toward trust and results. Managers admit they’ve learned to trust their teams more after lockdowns, and many have become advocates for remote work after experiencing it themselves.
Benefits of Remote Work in IT
Remote work brings numerous advantages that have proven particularly attractive to employees in the IT sector. Here are the key benefits most often cited by developers and companies:
• Flexibility in Time and Location: The ability to adjust work hours to one’s daily rhythm and personal obligations is the most commonly cited benefit. In a Buffer survey, 22% of remote workers named schedule freedom as the biggest perk. People can work when they feel most productive (e.g., mornings or nights) and take breaks as needed. Not being tied to an office also means life no longer revolves around work — it becomes easier to balance parenting, personal errands, or hobbies. Flexibility also applies to location — many developers value being able to live wherever they choose (e.g., in a cheaper town outside a major city or even abroad) without giving up their jobs.
• Time and Cost Savings (Fewer Commutes): Working from home eliminates the daily commute, which in large cities could take hours. According to global studies, remote workers save an average of 72 minutes per day that used to be spent commuting — nearly 6 extra hours a week for rest, family, or side projects. Fewer commutes also mean lower expenses — savings on fuel or public transport, meals out (since you eat in your own kitchen), and office attire. Remote IT professionals can also live in areas with a lower cost of living, which effectively increases their take-home pay. It’s no surprise that 11% of survey respondents cited improved finances as a key benefit. For companies, remote work also means reduced costs for office space, utilities, cleaning — which can add up to significant savings annually.
• Access to the Global Job Market: In the remote model, geography no longer limits your career. A developer from a small town can land a job in an international project without moving, and a specialist from Ukraine or India can join a Silicon Valley team. This is especially valuable for junior developers who may not want or be able to relocate to tech hubs. With remote work, job seekers can apply globally and compete on equal footing with local candidates. At the same time, employers gain access to a wider talent pool — 56% of all jobs in developed economies are compatible with remote work (at least to some degree), allowing companies to recruit top experts regardless of where they live. For Polish developers, the globalization of the job market often also means access to higher salaries (e.g., contracts in euros or dollars) or the chance to work on innovative projects that used to be available only abroad.
• Comfort and Higher Productivity: Many people simply value the comfort of working in their own space. Being able to set up a home office to their liking, avoiding open-office noise and pointless “water cooler talk” — all this supports focus. Reports show that 74% of employees feel happier working remotely — thanks to a quieter environment, more control over their schedule, and a better work-life balance. What’s more, half of respondents say they’d accept slightly lower pay in exchange for permanent remote work. Employee satisfaction translates to motivation and efficiency — many companies have reported productivity increases after switching to remote work. Of course, comfort means different things to different people: for some, it’s working in cozy slippers; for others, it’s avoiding office politics and unnecessary meetings. Remote work offers choice and autonomy, which boosts job satisfaction.
Challenges and Issues of Remote Work
Despite its many advantages, remote work also comes with a set of challenges. Junior developers should be aware of potential difficulties in order to better cope with them:
• Loneliness and Lack of Social Contact
One of the most commonly reported issues is a sense of isolation. When working from home, it’s easy to miss casual coffee chats or in-person brainstorming with colleagues. In a Buffer survey, about 23% of remote workers identified loneliness as the biggest challenge of remote work. The lack of daily interactions can negatively affect mental well-being — especially for extroverts or younger employees still building their professional networks. Additionally, it's harder for new team members to build relationships through a screen — spontaneous conversations and jokes that strengthen bonds don’t come as naturally in virtual spaces. Loneliness is often called the “silent enemy” of remote work, as it can lead to a drop in motivation or even depression. The remedy lies in conscious actions: regular video calls with coworkers (not just about work), occasional days at coworking spaces, or offsite team-building meetups.
• Time Management Difficulties and Risk of Burnout
Paradoxically, working from home can lead to overworking. With the office always within reach, some employees struggle to disconnect after hours. Work-life balance can suffer — professional duties “creep into” personal time, as the work laptop tempts you to check just one more thing in the evening. As many as 81% of remote workers admit to checking work emails outside of regular hours, and 63% even do so on weekends. Over 1 in 5 respondents (22%) cite difficulty unplugging as the biggest challenge of remote work. The result can be fatigue and burnout. According to a Monster survey, a staggering 69% of remote employees have experienced burnout symptoms — an alarmingly high figure. Contributing factors include longer working hours (since time saved on commuting often gets absorbed by extra work), blurred lines between home and office, and the pressure to prove productivity remotely. For beginners, managing time independently can be difficult — in an office, your day is shaped by meetings and coworkers’ presence; at home, it’s easy to procrastinate or go to the other extreme — working nonstop without breaks. Establishing a personal daily structure and practicing good work hygiene become essential (more on that in the tips at the end of this article).
• Communication and Team Integration Problems
Even with the best online tools, remote communication is often more challenging than face-to-face conversation. The lack of body language and personal contact can lead to misunderstandings — a written message might be interpreted differently than intended, and delays or glitches during calls can disrupt smooth discussions. Surveys show that about 8–15% of remote workers cite communication and collaboration difficulties as a drawback of working remotely. This is particularly true for large teams and complex projects where spontaneous brainstorming or quick clarifications at the whiteboard have been replaced by long email threads or chat messages. For new hires, remote onboarding is tough — it’s harder to absorb company culture, casually ask a mentor for help, or learn by observing senior colleagues. Integrating a distributed team requires intentional effort: organizing virtual social events, online games, and, where possible, occasional in-person gatherings. Without this, there’s a risk the team functions as a group of individuals performing tasks rather than a cohesive unit. That said, most remote workers still report feeling connected to their colleagues (75% say they feel part of their team, even when working from different locations), showing that good communication practices can bridge many gaps.
Remote Work in Poland – What Does It Look Like in the IT Sector?
The Polish IT industry quickly embraced the remote work trend, though it has some unique local characteristics. Here are the key insights into the current market situation:
• Popularity of Remote Work Among Polish Developers
According to recent reports, Polish IT professionals are among the most supportive of remote work across all professions. The 2024 IT Community Report (Bulldogjob) shows that nearly 63% of IT workers in Poland have the option to work fully remotely on a daily basis. This is a very high figure — for comparison, in the overall Polish workforce (all sectors), only 28% of employees were working remotely or in a hybrid model in 2022. The pandemic played a major role in this shift: in 2020–2021, most IT firms moved to home office mode, peaking in 2022 when around 84% of surveyed developers reported working fully remotely. After the pandemic, some companies adopted hybrid models, so the share of fully remote work dropped slightly — to the current ~63% in 2024 — but more than 9 out of 10 people in IT still work at least partially remotely.
Importantly, IT professionals themselves strongly value this option: a survey by Next Technology shows that as many as 98% of Polish IT specialists prefer remote or hybrid work. Of those, 53% want to work entirely remotely, while 45% favor a hybrid setup. Only 2% prefer to return to the office full-time. It’s clear that in Polish IT, remote work is no longer seen as a benefit — it has become a standard, expected by employees.
Employer Approach and Job Market Trends Polish IT employers have largely adapted to the demand for remote work, although recently a slight trend toward “tightening the reins” has emerged. Data from the No Fluff Jobs portal shows that while in early 2022 approximately 70% of IT job postings in Poland offered remote work options, by Q1 2023 this share had dropped to around 61%. At the same time, there was a significant rise in hybrid job offers — from 5.3% to 14.3% within a year. This suggests that after a period of fully remote work, some companies are now opting for mixed models (e.g., requiring employees to be in the office a few days per month). Job postings requiring full on-site presence are still a minority in IT (less than a quarter of all listings), but their share has increased slightly.
Overall, however, the industry remains very remote-friendly — according to a 2023 Pracuj.pl report, over half (54%) of all IT job offers in Poland were for remote roles, the highest share among all sectors of the economy. Polish employers, especially tech companies, have recognized that to attract and retain talent, they must offer remote work options. This is supported by a Grant Thornton report: over 70% of medium and large companies in Poland allow their office staff to work remotely (at least to some extent). Only 23% of businesses said they do not offer this possibility, with the remainder undecided. In corporate environments, it is common to see remote-first policies in IT departments — even when the rest of the organization works on-site.
It’s also worth noting that as of April 2023, Polish labor law was updated to formally regulate remote work. The Labor Code now includes, among other things, the requirement to agree on the place of remote work with the employer, and grants employees the right to request occasional remote work (up to 24 days per year). This demonstrates that the remote model has become a permanent part of the employment landscape, reinforced by legal frameworks.
Infrastructure: Internet and Workspaces One key factor enabling successful remote work is solid infrastructure — and in this area, Poland has made great strides in recent years. Thanks to investments in fiber-optic connections and mobile networks, internet access in Poland has become faster and more widely available. Average home internet speeds increased from ~50 Mbps in 2020 to nearly 133 Mbps in 2023 — a 121% rise in just three years. As a result, even developers living outside major cities often have access to stable, high-speed broadband (fiber or 5G), which is sufficient for smooth video conferencing or working in the cloud.
Coworking spaces have also grown significantly in Poland. In 2015, they were still a novelty limited mostly to Warsaw and Kraków, but now nearly every larger city has multiple coworking offices and startup hubs. Companies and local governments are investing in such spaces, responding to demand from freelancers and remote employees. According to a Savills report, flexible office spaces (coworking and serviced offices) already account for about 4% of total office space in Warsaw — approaching Western European levels. The trend is similar in cities like Kraków and Wrocław, where coworking has become an integral part of the work ecosystem. For remote developers, this means they can rent a professional workspace by the hour or day — for example, when home conditions are unsuitable or they simply need a change of scenery. The availability of fast public internet (e.g., in cafés and libraries) and a wide range of mobile internet providers offering unlimited data plans means that remote work in Poland is technically feasible from nearly anywhere in the country.
Work Culture and Attitudes in Poland Historically, the Polish job market was rather conservative — before 2020, many employers were skeptical of telework, fearing a loss of control and productivity. The pandemic changed the mindset of both managers and employees. Today, in the IT sector, remote work no longer raises major concerns, and companies are working to develop their own balance. Some organizations — especially in finance or public administration — are calling employees back to the office, but in IT, it’s far more common to see statements like “remote work available by choice.” Many managers have learned to lead distributed teams and have come to appreciate the benefits.
At the same time, Polish teams enjoy meeting in person — which is why hybrid models, team “workations” (e.g., a week of working together in a mountain cabin), and regular team retreats are popular. Polish work culture values direct, personal relationships, so maintaining team cohesion remotely can be a challenge — but experience shows it can be done successfully.
Importantly, IT professionals in Poland are increasingly aware of the global market value of their skills, so companies that try to limit flexibility risk losing talent. A striking 86% of IT specialists in Poland say they would leave a company if their remote work options were significantly reduced. This sends a strong message to employers: remote work is no longer a perk — it’s a form of non-financial compensation that cannot be easily taken away.
In summary, Poland offers a favorable environment for remote work in IT — both in terms of infrastructure and workplace culture — and the experience of recent years has firmly established this model as a legitimate and sustainable way of organizing work.
(Later in the article: No Fluff Jobs data illustrating changes in the structure of IT job offers in Poland between Q1 2022 and Q1 2023.)
Work mode in IT job offers (Poland)
Mode Q1 2022 Q1 2023 Fully remote 70.7% 61.3% Hybrid 5.3% 14.3% On-site (office only) 23.9% 24.3%
Source: No Fluff Jobs – comparison of the share of job offers by work mode.
From the table above, a clear increase in the popularity of the hybrid model can be seen, mostly at the expense of fully remote jobs — although together both models still dominate, accounting for about 75% of offers in 2023. Jobs requiring exclusively office presence maintain a marginal share (around one quarter of listings).
Tips for Junior Developers Planning to Work Remotely Here are some practical tips for junior developers who want to start their career in a remote work model:
Create a comfortable workspace: Set up a dedicated coding area at home — ideally a separate desk with an ergonomic chair and good lighting. Ensure you have a stable internet connection (this is absolutely essential — fast internet is a must for any remote developer) and the necessary equipment (a second monitor, headphones with a microphone for meetings). A separate space will help you focus and mentally separate work from private life.
Establish a routine and maintain discipline: Remote work requires self-discipline. Set fixed working hours or time blocks for tasks (e.g., coding in the morning, code review in the afternoon). Take breaks like you would in the office — step away from your computer for coffee or lunch at regular times. Set a boundary when you shut down your computer at the end of the day. A routine helps you avoid both procrastination and overworking. It can be helpful to prepare a to-do list in the morning and review your progress in the evening.
Maintain communication with your team: In remote environments, it’s better to over-communicate than under-communicate. Be proactive — report what you’re working on, ask questions in the team chat, share progress updates. If you don’t understand something, don’t hesitate to ask for clarification during calls or in writing. Try to respond promptly to messages from colleagues. Remember, you’re not physically visible at your desk, so others won’t know if you’re stuck — you need to communicate problems or needs yourself. Use tools effectively: comment on code in pull requests, document agreements on a shared wiki, actively participate in daily stand-ups (if your team holds them). It’s also good to know basic netiquette — e.g., clearly expressing your thoughts in chat, writing concise progress reports, using a calendar for scheduling online meetings, etc.
Take care of relationships and integration: Even though you work from home, don’t isolate yourself completely. Get to know your colleagues — say hi in the company-wide chat, join informal conversations (e.g., off-topic channels on Slack). If the company organizes virtual team-building events or happy hours, participate — these are great opportunities to connect on casual topics. When possible, try to meet your team in person — whether at official company gatherings or privately (for example, if someone from the team lives nearby, you could grab coffee). Relationships are important for your career too — mentors, recommendations, collaboration — so nurture them even remotely. And if you feel lonely, consider working once a week from a coworking space or library to be around other working people.
Set clear boundaries between work and personal life:
At home, distractions are easy to come by (family, household chores) and it’s easy to work nonstop. That’s why communicate to your household members that during certain hours you are working and cannot, for example, handle shopping or take care of siblings. It helps to have a ritual of “starting and ending” your workday — for example, start at 9:00 after breakfast and change out of your pajamas (a signal to your mind that you’re in work mode), and finish at 17:00 when you close your laptop and go for a walk or to the gym to change your environment. Avoid the temptation to check work emails late at night. Respect your free time because it prevents burnout — a well-rested, relaxed employee benefits both themselves and their company.
Be organized and learn self-organization:
In remote work, no one looks over your shoulder — you need to monitor your own progress. Use task management tools (Jira, Trello, Todoist — whatever your team prefers) and update work status regularly. Break big tasks into smaller steps and set priorities. Test the “small steps” method — for example, work in intervals (Pomodoro technique: 25 minutes focus, 5 minutes break). If motivation is difficult, try starting your day with the most important task (“eat the frog”) or, on the contrary, start with a small success to warm up. Find a system that works for you, because good organization is key to remote efficiency. With time you’ll get better, and the ability to work autonomously is highly valued by employers.
Ensure technical support and master your tools:
As a remote developer, you’ll use many applications — from messengers, through version control systems (Git), to tools for code sharing or cloud environments. Make sure you can use them efficiently. Set up a good work environment on your computer: necessary libraries, editors, VPN access, etc., before starting a project. Keep data secure — follow security policies (disk encryption, system updates, use VPN if required). Have a plan B for internet outages — e.g., tethering from your phone on 4G/5G or a backup router from another provider (this may sound excessive, but in IT punctuality is critical, so it’s better to be prepared). In short, minimize technical issues: regularly back up code, check equipment (does the camera and microphone work before an important call?), keep a list of contacts for your company’s IT helpdesk. The fewer technical obstacles, the more you can focus on your actual work.
Don’t hesitate to ask for help and feedback:
In the office, you would observe more experienced colleagues and quickly ask questions — remotely you need to take the initiative. If you get stuck on a coding problem for more than a few dozen minutes, ask in the team chat or arrange a short consultation with a mentor. Regularly ask for feedback — for example, after finishing a task, ask your leader if the code meets expectations and what you could improve. Managers don’t always remember to provide remote feedback, so be proactive. Also, set a development path for yourself: read documentation, take online courses, maybe find a buddy in the team to discuss progress with. Learning remotely requires more self-initiative — use the wealth of online resources (tutorials, webinars, developer communities like Stack Overflow or Polish Discord groups). Don’t be afraid to ask questions — it’s better to clarify early than spend two days on a mistake someone could fix in five minutes. Most colleagues are happy to help, as long as you communicate clearly what you need.
In conclusion, it’s worth emphasizing:
Remote work in IT is a great opportunity but requires a conscious approach. For a beginner developer, it can be as good a start as working in an office — provided you take care of organization, communication, and don’t neglect relationship building. The IT industry has proven it can work efficiently remotely, and companies are increasingly good at integrating new employees in a remote model. Use others’ experiences, experiment with your own methods, and draw conclusions. Remote work gives freedom and possibilities you could only dream of before — so it’s worth taking advantage of them, while remembering to maintain balance and healthy habits. Good luck on your remote developer journey!
Sources of data and reports: The research, statistics, and examples cited in this article come from the referenced reports and analyses (including Buffer – State of Remote Work 2023, No Fluff Jobs, Bulldogjob – IT Community Report 2024, Next Technology, Global Workplace Analytics, Grant Thornton, Pracuj.pl, Ministry of Labor, and others mentioned in the text).