Robbed, stabbed, beaten, underpaid, and overworked. They have had enough.

Who wins and who loses when companies can hire from anywhere? Some employees and freelancers who can work remotely will have vastly expanded opportunities and the possibility of significant increases in pay, but remote workers in general figure to face more competition and have a higher dependence on luck.

Once upon a time, there were good jobs. These jobs paid people enough money to live on, even enough to support a family. They provided health insurance so people could go to a doctor if they got sick. They even came with pensions so that once you’d worked for a certain number of years, you could actually stop working. You could rest. But there was a problem.

Gen X workers aged 45 and older may be bearing the brunt of a global unemployment crisis as the pandemic adds to existing challenges for older workers, according to a new report. Rapid digital adoption during the pandemic has accelerated the automation of jobs and worsened underlying ageism, making it harder for mid-career workers to secure roles, according to the report from Generation, a non-profit employment organization.

When the pandemic freed employees from having to report to the office, some saw an opportunity to double their salary on the sly. Why be good at one job, they thought, when they could be mediocre at two?

Morally compromising jobs, like material resources, are not distributed equally.

In late August, Salesforce, a leading cloud-based, software-as-a-service company, announced that its employees may work from home until at least July 31. Brent Hyder, Salesforce president and chief people officer, wrote in a blog post at the time empathetically explaining the company’s decision, “We understand that moving our offices to our homes is not always easy or comfortable—especially for those with families...

Some good news if you’re an office worker who can’t stand your boss, commuting, or both: Your odds of returning to the office in the coming weeks are falling. Labor Day was supposed to be the big switch back to in-person work after 17 months of Zoom. Now, with the Delta variant surging across the country, many of America’s biggest corporations are pushing back their returns dates again—in some cases indefinitely.

After 500 days of working from home, CBC News reached out to dozens of business leaders across the country for their thoughts on the looming return to offices. Across the spectrum, one sentiment was echoed: Things definitely won't be going back to how they used to be.

Nothing gives you better clarity than a near-death experience. It awakens you to the frailty of life and the importance of living with purpose and meaning. The pandemic has been a wake-up call. It has shaken us out of our complacency. We have started seriously looking into the way we lead our lives. Many of us have decided that our jobs were dead ends, and quit in the “Great Resignation” wave.

When Matt Elliott started his career, you were expected to be at your desk from 9am to 5pm Monday to Friday. “I feel that’s being broken now,” he said. As Bank of Ireland’s chief people officer , he is encouraging staff to think about how they use the office when they finally reopen, not to come in for tasks they could do at home and save themselves a commute into the bargain.

There have been few moments in the history of work as pivotal as the one we find ourselves in now. It took a pandemic to normalise remote working, and, despite the fears of many CEOs, most organisations saw no demonstrable loss of productivity. Now, the global workforce is demanding its right to retain the autonomy it gained through increased flexibility as societies open up again. Pre-pandemic, it was not uncommon for an employer to ask staff to justify their need to work from home. Post-pandemic, employees may ask employers to justify the need to come into the office.

We document that between 50% and 70% of changes in the US wage structure over the last four decades are accounted for by the relative wage declines of worker groups specialized in routine tasks in industries experiencing rapid automation. We develop a conceptual framework where tasks across a number of industries are allocated to different types of labor and capital.

The 89 people who work at Buffer, a company that makes social-media management tools, are used to having an unconventional employer. Everyone’s salary, including the CEO’s, is public. All employees work remotely; their only office closed down six years ago. And as a perk, Buffer pays for any books employees want to buy for themselves.

More U.S. workers are quitting their jobs than at any time in at least two decades, signaling optimism among many professionals while also adding to the struggle companies face trying to keep up with the economic recovery.

This post is about how to boost your motivation when you’re in a slump. Even the most determined and productive people experience ‘slumps’ from time to time. Getting excited about something brand-new is typically simple, but staying inspired when you aren’t quite feeling it can be harder.

Search online “work too much” and you’ll get screenfuls of information about the harmful medical, mental and social consequences of spending too much time on the job, going all the way back to that old saw first recorded in the 17th century, “All work and no play makes Jack a dull boy.”

Shares of Lyft, Uber and DoorDash dipped Thursday after Secretary of Labor Marty Walsh told Reuters that gig workers should be classified as company employees.

Burned out and flush with savings, some workers are quitting stable jobs in search of postpandemic adventure.

When we try to solve a problem or improve a design, we typically think something needs to be added to the existing model. It’s much harder for us to think about subtracting something to solve a problem. This flaw in thinking ultimately makes us worse at fixing an issue, scientists report in a study published Wednesday in Nature.