Gallup data reveals that fully on-site, non–remote capable employees exhibit lower engagement (29%) compared to fully remote workers (38%), hybrid workers (38%), and on-site workers with remote capabilities (34%). Despite being considered essential during the pandemic, these frontline workers haven’t experienced the benefits of remote or hybrid work, leading to the observed engagement disparity. Interestingly, resentment is not a significant factor among on-site, non–remote capable workers. Over half of them are “not at all” bothered by others working remotely. The desire for remote work among frontline workers has declined from 38% in 2022 to 33% in 2023. Frontline workers, valuing time flexibility more than location flexibility, find options like choosing which days to work, increased vacation time, and a four-day workweek more appealing than choosing work hours. Employers need to better understand frontline workers’ preferences for flexibility and listen to their opinions to enhance attraction, performance, and retention strategies effectively. Specifically, employers might be providing perks that miss the mark in meeting frontline workers’ needs—they might need a more tailored approach to maximize engagement and satisfaction among this crucial workforce segment.