We analyzed 827 actuarial job postings from early 2026 to answer the remote work question. Hybrid dominates at 49%, but fully remote isn't dead - 19% of roles are 100% WFH, rising to 32% for health actuaries and 54% for insurtechs. The 3-days-in / 2-days-out split is the industry standard. We break down remote rates by seniority, practice area, company type, and salary.
Quick start (job seekers)
- If you want fully remote: start with Remote roles and prioritize Health, Insurtech, and Consultancy.
- If you want “mostly remote”: include Flexible roles (often “remote + travel”) and “every other week onsite” hybrid patterns.
- If you want the highest pay: focus on Senior+ roles and don’t ignore Onsite / Flexible arrangements (they skew higher-comp).
Browse: Remote · Hybrid · Onsite · All jobs (filters)
On this page
- Big picture: remote vs. hybrid vs. onsite
- Hybrid patterns: which schedules dominate
- Seniority: who gets flexibility
- Practice area: where remote is most common
- Company type: insurtechs vs. carriers
- Which companies are hiring remote
- Salary: remote vs. hybrid vs. onsite
- Playbook: how to use this in your search
Methodology note: This analysis uses 827 actuarial postings from Jan 1 – Feb 12, 2026 where the work arrangement was explicitly specified (Remote/Hybrid/Onsite/Flexible). Some postings in that window didn’t specify an arrangement and aren’t included in the split tables.
Are actuarial employers still hiring for 100% remote roles, or has the industry gone fully hybrid? We analyzed 827 actuarial job postings on Acturhire from January to February 2026 where the work arrangement was explicitly stated to find out. Here's what the data says about remote work, hybrid schedules, salary differences, and which practice areas and company types offer the most flexibility — whether you're an actuarial student planning your career or a credentialed actuary weighing your next move.
The Big Picture: How Are Actuarial Jobs Split in 2026?
| Work Arrangement | Jobs | Share |
|---|---|---|
| Hybrid | 403 | 48.7% |
| Onsite | 175 | 21.2% |
| Remote (100% WFH) | 160 | 19.3% |
| Flexible | 89 | 10.8% |
Takeaway: Hybrid is the default, but 30.1% of actuarial roles in this period were fully remote or flexible.
No, companies have not killed 100% remote for actuaries. Nearly 1 in 5 actuarial roles posted this year is fully remote. Combined with flexible roles (which typically mean "remote with occasional travel"), that's 30.1% of all actuarial jobs offering significant work-from-home freedom.
But hybrid is the undisputed king — nearly half of all actuarial postings. One thing that stands out: only 21.2% of actuarial roles require full-time onsite. Actuaries are clearly a profession that has held onto flexible working arrangements more than most.
What to do with this (fast)
- Remote-only search: treat Health + Insurtech as your highest-probability combo. If you’re not getting interviews, expand to Consultancy.
- Hybrid search: optimize around which days you can commute — not just whether it’s “hybrid.”
- Flexible roles: assume there’s a travel expectation and validate it early (see the playbook).
What Does "Hybrid" Actually Mean? The 3-2 Office Split Dominates
Among the 403 hybrid actuarial roles, the most common patterns:
| Hybrid Pattern | Jobs |
|---|---|
| 3 days office / 2 days remote | 17 |
| 4 days office / 1 day remote | 12 |
| 3 days per week in office (various phrasings) | ~28 |
| 2-3 days per week in office | 4 |
| 1-2 days per week in office | 4 |
| Onsite every other week (M-F) | 6 |
Takeaway: If you’re open to hybrid, assume a 3 days in / 2 days out expectation unless the posting says otherwise.
The 3/2 split is the industry standard for hybrid actuarial roles. The 4/1 split is a clear second. A notable pattern: Tuesday through Thursday in-office is becoming the specific "hybrid anchor" — several employers explicitly name those days. A few employers (6 roles) use an "every other week onsite" model, which is effectively ~90% remote.
Hybrid reality check: “Hybrid” is not one thing. Before you get deep into interviews, confirm mandatory days, whether it’s a policy vs manager discretion, and whether the expectation changes during quarter-end / pricing cycles.
Remote Work by Seniority: Who Gets the Most Flexibility?
| Seniority | Total Jobs | Remote | Hybrid | Onsite | Flexible |
|---|---|---|---|---|---|
| Intern | 71 | 18.3% | 45.1% | 35.2% | 1.4% |
| Entry-Level | 56 | 25.0% | 39.3% | 30.4% | 5.4% |
| Associate | 218 | 22.0% | 54.6% | 13.3% | 10.1% |
| Senior | 254 | 22.0% | 47.6% | 15.7% | 14.6% |
| Manager | 74 | 20.3% | 54.1% | 24.3% | 1.4% |
| Director | 86 | 11.6% | 38.4% | 32.6% | 17.4% |
| Executive | 47 | 6.4% | 46.8% | 29.8% | 17.0% |
Takeaway: The most flexible cohort is Senior: 22.0% remote + 14.6% flexible = 36.6% with significant WFH freedom.
Key takeaways:
- Entry-level actuaries have the highest remote rate at 25.0% — a surprise finding. This likely reflects health insurers and insurtechs hiring early-career actuaries into distributed teams.
- Associate and Manager levels are the most hybrid (~54%), reflecting the "core team" expectations at mid-career.
- Senior individual contributors have the most overall flexibility — 22% remote + 14.6% flexible = 36.6% with significant WFH freedom. Experience earns autonomy.
- Executives are the least remote (6.4%) but the most flexible (17%) — leadership needs face time, but on their own terms.
- Only interns have a meaningful onsite-first expectation (35.2%), and even that's lower than you'd expect.
Which Practice Area Offers the Most Remote Work?
| Actuarial Type | Total Jobs | Remote | Hybrid | Onsite | Flexible |
|---|---|---|---|---|---|
| Health | 249 | 32.1% | 44.6% | 15.3% | 8.0% |
| Retirement | 43 | 18.6% | 58.1% | 14.0% | 9.3% |
| P&C | 287 | 16.0% | 43.9% | 23.3% | 16.7% |
| Life | 199 | 9.5% | 61.8% | 22.1% | 6.5% |
Takeaway: For fully remote, Health is the standout (32.1% remote), while Life is the most hybrid-dominant (61.8% hybrid).
Health actuaries are twice as likely to be fully remote as P&C and over three times more likely than Life. 1 in 3 health actuarial roles is 100% WFH, driven by large payer organizations that went distributed during the pandemic and never looked back.
Life actuarial is the most hybrid-dominant at 61.8% — nearly two-thirds of all life roles are hybrid. Life insurance companies tend to have deep institutional cultures that value in-person collaboration.
P&C has the highest flexible rate at 16.7%, meaning P&C employers are more likely to say "we don't care where you work, just deliver."
Remote Work by Company Type: Insurtechs vs. Traditional Carriers
| Company Type | Total Jobs | Remote | Hybrid | Onsite | Flexible |
|---|---|---|---|---|---|
| Insurtech | 26 | 53.8% | 15.4% | 23.1% | 7.7% |
| Consultancy | 70 | 27.1% | 48.6% | 14.3% | 10.0% |
| Insurer | 594 | 18.7% | 50.2% | 19.4% | 11.8% |
| Reinsurer | 37 | 10.8% | 62.2% | 16.2% | 10.8% |
| Broker | 23 | 8.7% | 43.5% | 30.4% | 17.4% |
| Gov/Regulator | 17 | 5.9% | 52.9% | 41.2% | 0% |
Takeaway: Insurtech is the only company type where remote is dominant (53.8% remote).
What this means for your search
- Insurtech: best remote odds (remote is the most common arrangement).
- Consultancy: a strong second for remote (27.1%), often with distributed teams.
- Traditional insurers & reinsurers: expect hybrid (50.2% and 62.2% hybrid, respectively).
- Government/regulator: the most office-bound (41.2% onsite, 0% flexible).
Which Companies Are Hiring Remote Actuaries Right Now?
| Company | Remote Actuarial Jobs |
|---|---|
| Oscar Health | 25 |
| Humana | 14 |
| UnitedHealth Group | 6 |
| Nationwide | 5 |
| Ascensus | 4 |
| Cohere Health | 4 |
| Loggerhead | 4 |
| Kaiser Permanente | 4 |
| Milliman | 4 |
| Mercury Insurance | 4 |
| Clover Health | 4 |
| New York Life | 3 |
| Centene | 3 |
| GuideOne Insurance | 3 |
| Lemonade | 3 |
Takeaway: Remote hiring is concentrated in Health roles at insurers and insurtechs, with Oscar Health leading this period.
The list is dominated by health insurers and insurtechs. Oscar Health alone accounts for 15.6% of all remote actuarial postings in 2026.
Do Remote Actuaries Earn Less? Salary Breakdown by Work Arrangement
| Arrangement | Avg. Min | Avg. Max | Avg. Midpoint | # Jobs |
|---|---|---|---|---|
| Flexible | $126,371 | $180,569 | $153,470 | 63 |
| Onsite | $121,066 | $171,503 | $146,285 | 99 |
| Hybrid | $109,550 | $158,787 | $134,168 | 317 |
| Remote | $104,837 | $147,921 | $126,379 | 133 |
Takeaway: In this period, Onsite and Flexible roles posted higher average pay than Hybrid/Remote, largely due to seniority mix.
Salary notes (how to interpret)
- Data base: 612 actuarial roles with disclosed salary.
- Flexible vs remote: a $27K midpoint gap (flexible $153K vs remote $126K), driven by flexible roles skewing more senior.
- Remote vs hybrid: about an $8K midpoint gap, consistent with remote drawing from a broader geography while hybrid often concentrates near higher-COL metros.
- Onsite premium: onsite pay exceeds hybrid on average, likely reflecting expensive in-office markets (e.g., NYC/Hartford/Chicago).
How to use the salary table
- Compare like-for-like: remote roles skew broader geography; onsite skews expensive metros. Use these as starting anchors, not verdicts.
- Remote but want higher comp? Target Senior+ remote roles, prioritize jobs with posted ranges, and negotiate the full package (base + bonus + equity) and scope.
- Flexible ≠ easy: flexible roles often mean travel / exec scope. Confirm travel cadence early.
Playbook: What This Means for Your Actuarial Job Search
1) Build your target list (10 minutes)
- Remote-first: Health + Insurtech + Consultancy. Start at Remote roles.
- Hybrid-but-commutable: pick a target commute radius, then focus on Hybrid roles with “3/2” or Tue–Thu anchors.
- Mostly-remote: include Flexible roles and “every other week onsite” hybrids — they can be high-flexibility in practice.
2) Use keywords that map to real schedules
- Remote: remote, telecommute, work from home, WFH
- Hybrid schedules: “3 days”, “2 days”, Tue–Thu, “anchor days”, “in-office”
- Flexible (travel): “occasional travel”, “up to X% travel”, “client travel”, “on-site meetings”
3) Ask these questions early (copy/paste)
- Hybrid: “Which days are mandatory in-office?” “Is it company policy or manager discretion?” “How often does it change?”
- Flexible: “How many trips per quarter?” “Who pays travel?” “What triggers travel?” “Is travel clustered or ad hoc?”
- Remote: “Any location restrictions?” “Time zone expectations?” “Any annual team on-sites?”
4) Negotiate the thing that actually matters
- Hybrid: negotiate fixed days (e.g. Tue–Thu) and exceptions (weather, caregiving weeks, quarter-end).
- Flexible: negotiate travel cadence (“no more than X trips/quarter”) and notice period for travel.
- Remote: negotiate timezone, meeting blocks, and any required in-person events.
Pro tip: If a posting says “hybrid” but won’t specify days, treat it as a red flag. The best-fit roles are the ones where the team can clearly explain how they work.
Remote isn't dead — it's a real option for actuaries. At 19.3%, fully remote work is a meaningful share of the actuarial market on Acturhire. Combined with flexible arrangements, roughly 30% of actuarial roles offer significant work-from-home freedom.
Hybrid is the new default. Nearly half of all actuarial jobs are hybrid, with the 3-days-in / 2-days-home pattern as the clear industry standard. For most actuaries in 2026, the real question isn't "WFH or office?" — it's "which 3 days?"
Your remote odds depend on who you are and what you do. A health actuary at an insurtech has a greater than 50% chance of finding a fully remote role. A life actuary at a reinsurer? Get ready for the 3/2 split. And if you're eyeing government work — prepare to be in the office.
Only 21% of actuarial roles are fully onsite — making actuarial science one of the more location-flexible professions in financial services.
Analysis based on 827 actuarial job postings on Acturhire, January 1 – February 12, 2026, where work arrangement was explicitly specified. Explore remote, hybrid, and onsite roles — or browse all actuarial jobs with filters.