Navigating Return to Office Mandates
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As you may know, on January 20, 2025, the White House released a Presidential Action mandating that all government departments and agencies return to full-time, in-person work, eliminating remote work flexibility and pre-existing hybrid arrangements. I recently spoke with someone directly affected by this mandate, and the first thing they said was, “Well, I absolutely am not going to be answering calls when I’m not in the office anymore.” This got me thinking—is anyone discussing how employers are adjusting?
The return-to-office (RTO) conversation has been a hot topic in HR circles for years now, centering on questions like: How do we handle this logistically? What should we do about employees who resist or feel disgruntled by the change? And how can we rebuild morale in the aftermath?
Discussions within HR groups seem to focus on three main points:
Developing strategies to get employees back into the office—whether through schedules, flexible arrangements, perks, or incentives.
Anticipating and addressing how employees will feel about this shift.
Setting expectations for employees about how work is going to change or "return to how it used to be."
The headlines dominating this topic often look like:
"The Great Resistance: Getting Employees Back to the Office"
"The Great Divide: Are Office Workers More Productive Than Those at Home?"
"How to Implement an Effective Return-to-Office Strategy"
I took this topic to social media, asking my audience to share their feelings about these changes. Here are some of their responses:
"I told my boss today that going forward, I will not be working from home when I’m sick. I will be taking a sick day. Also, my laptop will stay at the office."
"If I need to be back in the office, I expect to see my employer there EVERY SINGLE DAY."
"10-hour WFH days turning into 8-hour office days."
"I will delete email and Teams off my phone. You can reach me during normal business hours or when I’m able to get back to you."
To these comments, I say: I agree! Two things can be true: employers can expect employees back in the office, AND employees should be able to expect their employers to respect personal health, time outside of work, and reasonable boundaries.
Because of the flexibility remote work has afforded, there’s a growing perception that employers expect employees to work through sickness, put in extra hours, and be reachable at all times—a perception that needs to change. Returning to the office shouldn’t feel like an “all give” adjustment for employees. Employers must recognize that this shift is a two-way street.
Here’s what’s missing in many RTO discussions:
Much of the conversation focuses on what employers need from employees: how employees need to modify their schedules, adapt their workflows, and “get on board” with in-office expectations. But what’s often absent is a discussion about how employers will also need to adjust their own expectations and behaviors.
To be clear, the right approach to RTO depends on the nature of your work, the makeup of your team, and how you collaborate. In many cases, in-person work has undeniable benefits. The magic of spontaneous conversations, collective experiences, and brainstorming sessions is hard to replicate virtually. On the other hand, remote work also has its advantages, from increased flexibility to fewer distractions. The goal should be to find a balance that works for your business while ensuring both employees and employers are on the same page about how expectations will shift—for everyone.
Here are some ways employers have benefited from remote work:
Increased productivity: Employees often put in additional hours by using the time they save on commuting to work.
Greater availability: Remote work has blurred the boundaries between work and home life, with employees often responding to emails or messages outside of traditional business hours.
Reduced sick days: Employees with minor illnesses often choose to work remotely rather than taking a full sick day.
Cost savings: Reduced office space requirements, lower utility bills, and decreased travel expenses for meetings.
If you’re asking employees to return to the office, it’s crucial to reset expectations—not just for employees, but also for employers and managers. Consider creating a document outlining these expectations clearly. Here’s an example:
Employee Expectations
Be in the office Monday through Thursday during business hours.
Remote work is allowed only on Fridays.
Do not come to the office if you are ill.
Set boundaries for after-hours communication—respond during business hours unless it’s urgent.
Take sick days when needed instead of working through illness from home.
Maintain clear communication about any personal challenges affecting attendance or performance.
Employer/Manager Expectations
Do not contact employees outside of business hours unless absolutely necessary.
Do not expect employees to work remotely or come to the office when they’re sick.
Avoid setting expectations for instant responses to emails, messages, or calls after hours.
Lead by example—if you’re asking employees to be in the office, ensure leadership is also present.
Respect employees’ work-life balance by not scheduling unnecessary late meetings or events.
Provide clear and consistent communication about the purpose of in-office requirements and how it benefits the team.
Transparent communication is key. Clearly outlining how both employees and employers will adjust to new expectations ensures the message doesn’t feel one-sided. It’s not about dictating change but fostering mutual understanding and collaboration.
Questions to Consider Before Implementing an RTO Mandate
How does in-person work enhance your team’s collaboration, productivity, or creativity?
What specific days and how many days per week will you require employees to be in the office? (Consistency within teams is critical for maximizing ROI.)
How will both employee and employer expectations need to adjust?
What accountability measures will be in place if either party doesn’t meet these expectations?
How will you ensure open communication and feedback channels throughout this transition?
What resources or support will you provide to help employees navigate this change (e.g., commuting stipends, flexible schedules)?
How will you measure the success of the RTO mandate, and what metrics will you track?
If you need help putting together an RTO plan or troubleshooting your current strategy, feel free to email info@nowwhathr.com to schedule time to chat. Let’s work together to make the return-to-office transition fair, transparent, and effective for everyone involved.
