The COVID-19 pandemic has accelerated the shift toward working from home (WfH), transforming pre-existing work patterns and raising questions about long-term impacts on commuting, public transport use, and employee preferences. This thesis investigates the factors influencing employees’ choices to work from home and the implications for commuting behavior, social interactions, and organizational policies. A stated preference survey is conducted among employees who work at least four days a week and have the option to work remotely, with a focus on those commuting primarily via public transport.

The study examines the effects of employer policies (such as WfH and travel compensations, and flexible working hours), personal characteristics (age, gender, household composition), home-office setups, and attitudinal variables related to COVID-19 perceptions. Survey responses from 68 qualified participants reveal a substantial increase in WfH frequency during the pandemic, from an average of one day per week pre-COVID-19 to nearly three days per week in March 2022. Factor analysis identifies two key attitudinal dimensions: “Protect” (concern for others’ safety) and “Control” (perceived ability to manage COVID-19 risks).

Choice modeling and simulations show that financial incentives (e.g., €2–€4 daily WfH compensation) and travel contributions significantly influence WfH decisions. Flexible office hours are slightly preferred. Personal characteristics play a notable role: older employees show lower WfH preference, while employees with children tend to choose more remote work days. Contextual factors, including COVID-19 risk and public transport crowding, also affect choices, with higher perceived infection risk increasing WfH preference. Surprisingly, crowded public transport sometimes increases office attendance, suggesting complex decision dynamics.

The findings provide a comprehensive understanding of how organizational policies, individual characteristics, contextual factors, and pandemic perceptions interact to shape employees’ WfH choices. Employer-provided incentives and flexible arrangements are effective tools to manage commuting patterns and office occupancy, while personal and attitudinal differences highlight the need for tailored policies.