Community Contributions (6/9)
What Job Postings Reveal About Remote Work Disclosure
Ross Katz, Principal and Data Science Lead at CorrDyn
June 9, 2026
Welcome to Community Contributions, a blog series. These posts are written by National Labor Exchange (NLx) Research Hub community members, providing insight into what our users are doing with the NLx job posting data. This series will give you a glimpse of who the NLx Research Hub community is and how job posting data is incorporated into their work.
Our first series of Community Contributions posts highlights the Parsed Data Pilot the NLx Research Hub conducted April-May 2026. For this pilot, the NLx Research Hub utilized Amazon’s Nova Lite model to parse out pay information, degree mentions, remote status, part time status, and benefits mentions from 31.5 million job descriptions from 2024 and 2025. These blog posts highlight what pilot users discovered in their exploration of the parsed data. For more details on the parsing process, please reach out to the NLx Research Hub team, and stay tuned for more announcements on parsed data.
A marketing manager browsing recent job listings on the National Labor Exchange (NLx) will see remote work mentioned in roughly two out of every five postings. A security guard, browsing the same site, will see it in one in 1,000. They are looking at the same labor market; the difference is what employers chose to explicitly disclose.
The remote-work rate, a commonly quoted statistic about American hiring, folds both marketing manager and security guard job seekers into a single number. That number covers both hard physical constraints (you cannot guard a building from home) and an employer's disclosure choice: your office job could be remote, but the posting does not specify.
In the 31.5 million job postings in the NLx Research Hub from 2024 and 2025, the 15.2% remote-work rate is built entirely on postings that affirmatively mention remote, hybrid, or remote-with-restrictions. Most of those postings say nothing about remote work availability: 84.8% leave work location unspecified and almost none explicitly say "in person."
That 84.8% comes from two different places. Some occupations do not disclose remote work because the work cannot be done remotely; others do not because the employer chose not to.
So, we asked a sharper question: "Which occupations choose to advertise that they are remote?"
For each of the 1,139 detailed occupations (i.e., 8-digit O*NET codes) in the 2024–25 NLx job postings, we measured two things:
How often does the posting mention any form of remote flexibility.
How physical is the underlying work.
The number of occupations falls dramatically as the disclosure rates rise (see chart below). Almost three quarters of occupations (817 of 1,139) rarely or never mention remote work in their postings (between 0% and 8% disclosure rate) while the remaining quarter (322 occupations) range from 8% to over 50% disclosure.
NLx Research Hub data from 2024-2025
The chart below shows the largest 369 of the 1,139 occupations (occupations with at least 5,000 postings, covering 97.85% of postings) with their physical-task intensity rating from O*NET. The physical-task intensity rating is the mean Importance value (on a scale of 1-not important to 5-very important) across the four activities in O*NET's Performing Physical and Manual Work Activities category: General Physical Activities; Handling and Moving Objects; Controlling Machines and Processes; and Operating Vehicles, Mechanized Devices, or Equipment.
Two threshold lines on the chart separate the occupations into three clusters. The horizontal threshold line sits at the 8% disclosure rate, after the large drop in the distribution shown above. Almost all occupations above that threshold have lower physical-task intensity ratings. The vertical threshold line sits at a physical-task intensity of 3.0, the point at which physical activities are, on average, "important" on O*NET's scale.
In the bottom right portion of the chart is a physical cluster of jobs that cannot be done remotely. Security Guards disclose flexibility in 0.1% of their postings, First-Line Supervisors of Food Preparation in 0.1%, and Light Truck Drivers in 0.3%. There is no ambiguity in the lack of disclosure.
In the top left portion of the chart is a cognitive cluster of non-physical jobs that do advertise flexibility. Five large occupations in this group (software developers, marketing managers, management analysts, computer-specialist generalists, and operations managers) together produce nearly three million postings and disclose flexibility 30–40% of the time.
In the bottom left portion of the chart is a middle population of low-physical occupations that don't specify. Some are knowledge-work roles where remote norms haven't settled across the industry. Others are mixed-task occupations where a manager might work remotely while the rest of the roles can't.
NLx Research Hub data from 2024-2025, O*NET Work Activities
The marketing manager from the top of this post will keep finding remote work in two of every five postings. The security guard will keep finding it in one in a thousand. A third reader sits between them: the accountant or project manager whose work could be done remotely but whose posting doesn't specify. What they see depends on what employers choose to put in writing.
About the Author
Ross Katz is the Principal and Data Science Lead at CorrDyn. He has worked with 40+ clients across 17 industries to build the data foundations and analytics that turn AI and machine-learning investments into measurable ROI. He holds a Master's in Information and Data Science from UC Berkeley.
