Return to the office
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Are 5-day return-to-office mandates worth the talent risk?

The return to office mandates in 2025 is fast becoming one of the most discussed topics in the workplace. Many companies, including Amazon, JP Morgan, and the advertising giant WPP, are pushing for a full return to the office five days a week, aiming to reverse the remote and hybrid work models that became widespread during the pandemic. While proponents argue that in-person work is vital for collaboration, productivity, and company culture, research from Gartner and employee pushback suggest that the risks may outweigh the benefits.

The growing trend of the 5-day office week

The pandemic led to a seismic shift in how businesses operate. Remote and hybrid work arrangements became the new normal as companies adapted to the challenges of working from home. As the pandemic subsided, many businesses began to reassess their approach to work, with some pushing for a full return to the office.

For example, Amazon, a company that had initially embraced a hybrid model, has now insisted that employees return to their desks five days a week. Amazon’s leadership argues that in-person collaboration drives innovation and stronger team dynamics. Similarly, JP Morgan and WPP are reinforcing the importance of face-to-face work. JP Morgan’s CEO, Jamie Dimon, has long been vocal about his belief that office work fosters a competitive advantage and innovation, while WPP believes in the cultural and relational benefits of being in the office every day.

The pushback from employees

However, despite the strong push from these large companies, many employees are resisting the mandate to return five days a week. As highlighted in HR Grapevine, workers at JP Morgan and WPP have expressed dissatisfaction with the new policies, calling the return-to-office mandates a form of “treating us like children.” Employees are questioning why they are being forced to abandon the flexibility that remote and hybrid models have afforded them, particularly when they feel that their productivity and work-life balance were positively impacted by the flexibility.

Furthermore, Gartner’s recent research provides compelling data on this growing discontent. According to the firm, return-to-office mandates can result in significant talent risks, including higher turnover rates and decreased employee morale. The research shows that companies forcing employees to return to the office full-time may be alienating their workforce, particularly those who have found remote or hybrid models to be more conducive to their work-life balance. For instance, 75% of employees who had worked remotely during the pandemic reported that they would prefer to retain flexible working arrangements.

Risks of mandating office returns

The research from Gartner underscores a critical issue for businesses enforcing return-to-office policies. The data shows that return-to-office mandates are likely to increase the risk of employee attrition. In fact, Gartner’s research indicates that businesses that enforce rigid in-office policies could see up to 30% of their employees consider leaving in the next year. This is a significant risk, especially as talent shortages continue to be a challenge in many industries.

Furthermore, the Gartner study reveals that employees who feel their company is not supporting their work-life balance are more likely to disengage from their roles. This disengagement can lead to decreased productivity, lower morale, and a less committed workforce. As employees continue to prioritise flexibility in their work arrangements, businesses must consider whether the long-term benefits of a full return to the office outweigh the potential risks.

The benefits of a full return to the office

Despite the significant pushback, there are still clear benefits to having employees return to the office. Office-based work can enhance team collaboration, foster spontaneous idea-sharing, and strengthen relationships between colleagues. In industries where teamwork and creative brainstorming are essential, in-person work can provide the dynamic environment needed to drive innovation.

Companies like Amazon, JP Morgan, and WPP believe that office-based work is integral to their culture. In-person interactions can reinforce company values, build stronger communication channels, and foster a sense of community. These elements, leaders argue, may be harder to cultivate in a remote or hybrid environment.

However, Gartner’s research also highlights that for companies to successfully maintain office-based work, they must ensure that their employees see tangible benefits in the office environment. Simply mandating a return to the office without addressing employee concerns over work-life balance and flexibility could lead to frustration and disengagement.

The challenges of implementing office mandates

The challenges of enforcing return-to-office mandates are not just about employee resistance; they are also about balancing the needs of the business with the realities of the modern workforce. Employees, particularly those who have become accustomed to the flexibility of remote work, are likely to resist a full return to the office. The shift back to office work can be seen as a step backward for many who have grown accustomed to a better work-life balance, fewer commutes, and more personal time.

Furthermore, the cost of implementing such mandates can be substantial. Companies will need to invest in office spaces, reconfigure work environments, and ensure that employees are comfortable and productive in an office setting. These costs, combined with the risk of employee turnover, make the decision to mandate a full return to the office a complex one.

The path forward: striking a balance

The path forward for businesses in 2025 is to find a middle ground between the need for in-person collaboration and the desire for work flexibility. As Gartner’s research suggests, the risk of employee attrition is high when companies enforce strict return-to-office mandates. To maintain employee engagement and retention, businesses must adapt and offer more flexible working arrangements, allowing employees to choose when and where they work.

The success of businesses in 2025 will depend on their ability to balance company goals with employee preferences. Hybrid work models, which allow for both in-person collaboration and remote flexibility, may prove to be the most sustainable solution. By taking into account employee needs, preferences, and the evolving landscape of work, companies can create a thriving and engaged workforce that meets both business objectives and employee satisfaction.

As businesses navigate this shift, it will be critical to prioritise communication, flexibility, and understanding. Listening to employees, embracing hybrid work models, and finding innovative ways to foster collaboration both in and out of the office will be the key to long-term success.

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