In the healthcare sector, only around 6.4% of employees work from home at least part of the time – the lowest figure across all industries in Germany. Nevertheless, areas such as administration, telemedicine, IT, and health insurance offer concrete remote opportunities. For organizations facing staff shortages, remote work options for certain positions can be a decisive recruiting advantage.

What Does Remote Work in Healthcare Mean?

Remote work in healthcare describes the ability to perform professional tasks in the health sector from home. Unlike the IT industry or insurance sector, this is significantly more limited in the medical field: nurses, physicians, and therapists require direct patient contact for their core activities.

However, there are also numerous tasks in healthcare that do not require physical presence on-site. These include administrative work, documentation, telemedicine, and IT support. The hybrid work model, where employees alternate between on-site presence and working from home, is also gaining importance in hospitals and care facilities.

Since the Telework Act of 2025, the term "telework" has been legally defined: it encompasses regular work outside the company using information and communication technology – including work in co-working spaces or while traveling.

Current Statistics: How Common Is Remote Work in the Healthcare Sector?

According to the Federal Statistical Office of Germany, only 6.4% of healthcare employees worked from home at least occasionally in 2023. This places the industry at the bottom of all economic sectors. For comparison:

• IT services: 74.7%
• Management consulting and administration: 72.5%
• Insurance: 68.6%
• Retail: 8.3%
• Healthcare: 6.4%

These figures illustrate: while three-quarters of employees in knowledge-based industries can work remotely, healthcare remains a presence-based sector. The reason is obvious: around 5.8 million people work in Germany's healthcare sector, many of them in direct patient care.

The DGUV Occupational Health Barometer 2025 shows: 45% of all employed persons in Germany now work from home at least part of the time. The gap between industries with and without remote options is thus widening.

Which Healthcare Jobs Are Suitable for Remote Work?

Even though direct care and treatment cannot be performed remotely, there are numerous positions in healthcare with home office potential.

Administration and Office Work

Administration in hospitals, medical practices, and care facilities offers the greatest remote possibilities. Typical activities include:

• Appointment scheduling and patient management
• Accounting and financial management
• Billing with health insurance companies
• HR administration and personnel tasks
• Quality management and controlling

Healthcare management professionals can easily complete many of their tasks from home, provided the technical infrastructure is in place.

Telemedicine and Digital Health Services

Telemedicine has experienced tremendous growth since the COVID-19 pandemic. New remote jobs are emerging here:

• Physicians for video consultations (e.g., at Teleclinic, Dr. Ansay)
• Registered nurses in telemedical counseling
• Medical assistants for digital triage (e.g., medical hotlines)
• Wound care managers for digital wound consultations

Companies like Helios Dialogue also offer nurses the opportunity to work from home in telemedicine – for example, for night shifts in patient counseling.

IT, Documentation, and Quality Management

The digital transformation in healthcare is creating additional remote positions:

• IT system administrators for hospitals
• Medical documentation specialists
• Medical writers and scientific content creators
• Data analysts for health data

Health Insurance and Claims Processing

Outside of clinical settings, healthcare also offers remote options:

• Social insurance specialists at health insurance companies
• Claims processors for care benefits
• Customer service representatives in the health sector

Benefits of Remote Work in Healthcare

For Organizations and Employers

Organizations that offer remote work benefit on multiple levels. According to an analysis by the German Bundestag, employees with home office options have an average of only 7.9 sick days per year – compared to 12.9 sick days for employees without this option.

Additional benefits include lower costs for office space, higher employee satisfaction, and a clear competitive advantage in recruiting. In times of skilled labor shortages, the option for flexible work arrangements can make the difference in whether qualified candidates choose a position.

For Employees

For staff members, remote work means greater flexibility in balancing work and family life. Eliminating the commute saves time and money. This can be particularly decisive for parents or caregiving relatives – a large group in the healthcare sector.

Challenges and Limitations

The biggest limitation remains direct patient contact: nurses, physiotherapists, and physicians cannot perform their core activities remotely. At best, hybrid models are conceivable here, where documentation and administration are relocated to the home office.

Data protection poses a particular challenge. Patient data is subject to strict requirements under GDPR and medical confidentiality obligations. Organizations must ensure that employees working from home have VPN connections, encrypted data transmission, and protected workspaces.

Workplace health can also suffer: according to the BAuA SITFLEX study, employees working from home take only about 1,300 steps per day – in the office, it's almost 3,000 steps. Ergonomic equipment and movement breaks are therefore important.

Legal Framework

Labor time regulations apply without restriction in home office settings. This means: maximum working time of 8 hours per workday (extendable to 10 hours with compensation), at least 11 hours rest period between the end of work and the next start. Employers are obligated to record working hours.

Regarding accident insurance, since 2025: work accidents in the home office are insured like accidents at the workplace. However, paths within the home (e.g., to the kitchen) are only covered to a limited extent.

Remote Work as a Recruiting Advantage in the Skilled Labor Shortage

For healthcare organizations, remote work can be an important argument in talent acquisition. Studies show: 47% of applicants reject jobs if no remote work option exists. Especially for IT specialists, administrative staff, and documentation assistants, flexibility is often decisive.

Modern employer branding strategies therefore also rely on flexible work arrangements as a benefit in the healthcare sector. Those looking to improve the candidate experience should clearly communicate remote options.

Frequently Asked Questions About Remote Work in Healthcare

What percentage of healthcare employees work from home?

Only about 6.4% of healthcare employees work from home at least part of the time. This is the lowest figure across all industries in Germany. For comparison: in the IT sector, it's 74.7%.

Which healthcare jobs can be performed remotely?

Suitable for remote work are primarily: administration and office work, telemedicine, medical documentation, IT support, health insurance claims processing, quality management, and scientific writing. Direct patient care, however, is not possible remotely.

Is remote work in nursing even possible?

Direct nursing care requires physical presence. However, nurses can complete documentation, care level applications, and administrative tasks partially from home. Additionally, new remote jobs are emerging in telemedicine, such as digital wound consultations or telephone counseling.

What do I need to consider regarding data protection in healthcare home offices?

Patient data is subject to GDPR and medical confidentiality requirements. Required are: VPN connection, encrypted data transmission, protection from third-party viewing, no private devices without a security concept. Organizations need a clear home office policy.

Do labor time regulations also apply to nurses working from home?

Yes, labor time laws apply without restriction in home office settings. Maximum working hours, breaks, and rest periods must be observed. Employers are obligated to record working hours.

Can remote work help with the skilled labor shortage in healthcare?

Yes, flexible work arrangements can be an important recruiting advantage. 47% of applicants reject jobs without remote work options. Especially for administration, IT, and documentation positions, remote work can increase attractiveness as an employer.

What benefits does remote work offer for healthcare organizations?

Fewer sick days (7.9 vs. 12.9 absence days), cost savings on office space, higher employee satisfaction, and a competitive advantage in talent acquisition.

Conclusion

Remote work in healthcare remains a niche – but one with potential. While direct patient care requires presence, administration, telemedicine, and IT offer genuine remote opportunities. For organizations facing skilled labor shortages, the option for flexible work arrangements can become a decisive recruiting advantage.

Are you looking for qualified professionals for your healthcare organization? The digital platform Aivy supports you with scientifically validated assessments for objective talent selection – for both on-site and remote positions. Learn more about Aivy

Sources

• Federal Statistical Office of Germany (Destatis). Home Office 2023: Microcensus Results. 2024. https://www.destatis.de/DE/Presse/Pressemitteilungen/2024/06/PD24_N032_13.html
• German Social Accident Insurance (DGUV). DGUV Occupational Health Barometer 2025. https://www.dguv.de/
• Federal Ministry of Health. Healthcare Economy: Facts and Figures. 2021. https://www.bundesgesundheitsministerium.de/
• Federal Institute for Occupational Safety and Health (BAuA). SITFLEX Study: Sitting and Movement in Home Office. 2024. https://www.baua.de/
• Hans Böckler Foundation. Home Office Usage During the COVID-19 Pandemic. 2023. https://www.boeckler.de/
• German Bundestag. Facts and Figures on Home Office Usage (Document 20/4120). 2022. https://www.bundestag.de/