2025 RTO Mandates: A Comprehensive Guide for Businesses

Return to office (RTO) mandates dominated headlines in 2024. They signalled a sharp shift from the pandemic-era embrace of remote work. And their rise in popularity was driven largely by a desire to revive in-person collaboration and culture. Popular among Fortune 100 companies, 90% of U.S. employers were expected to adopt RTO mandates last year. But as we move further into 2025, the momentum is wavering. Rising employee pushback, declining engagement, and increased attrition, it’s becoming clear that navigating this transition is fraught with challenges.

A successful return isn’t just about getting people back at their desks and into office space. If you’re hoping to commit to an in-office policy in 2025 and beyond, you’ll need a plan for building a thriving workplace. One that draws on the strength of in-person connection and the flexibility of hybrid work. But which also provides clarity and structure.

Here, we look at return to office trends. We explore what RTO mandates mean for employers and employees. And we share some practical tips to address the challenges faced by both.

Return to office (RTO) mandates: How did we get here?

The term “return to office” has evolved over the last few years.

Before the COVID-19 pandemic, the idea didn’t exist on a large scale. It referred to individual employees returning to work after a break. Then, post-COVID-19, governments used the phrase to explain COVID regulations and guidelines. It was a way to say that employees no longer needed to work from home due to the pandemic.

Now, though, its meaning is bigger and bolder. And it implies high stakes for today’s workplace.

RTO mandates represent an organizational shift in how we work, a decree about where and when employees should be in the office. And they’re affecting how employees think about their future with your organization.

Return to office trends: Why bring people back now?

Employers are rejecting a wholesale remote environment and leaning toward a fully in-office or structured or hybrid work for many reasons. For example:

• Collaboration. Many believe in-person interaction is crucial for creative brainstorming and stronger team collaboration.
• Workplace Culture. Some organizations have concerns that remote work challenges weaken culture and identity, making it harder to attract and retain talent.
• Performance. At-home distractions and lack of structure can make people less productive. Closer contact is often considered better for accountability.
• Logistics. There are employers who feel that in-person training and onboarding run more smoothly on-site.
• Security. A physical presence in the office can be considered better for security, improving control over sensitive information.

It’s important to note that these are perceived benefits of in office work, and the effectiveness of RTO mandates in achieving them is debated.

Enterprise vs. SMBs: Structure vs. flexibility

When it comes to RTO mandates, company size plays a significant role in shaping the approach.

According to the Q4 2024 Flex Index Report, smaller businesses are far more likely to embrace flexibility. Around 70% of companies with fewer than 500 employees offer flexible options in terms of location, compared to just 14% of large enterprises (those with over 25,000 employees).

Larger companies, on the other hand, tend to take a more structured route. The majority opt for standardized hybrid models, with 73% requiring office attendance—typically averaging three days per week. While some allow teams to choose which days, most still expect a consistent in-office rhythm across the organization. These models aim to preserve cross-functional collaboration and maintain operational cohesion across vast workforces. But as rigid RTO policies face growing pushback, even enterprise employers are feeling the heat—recent data shows 8 in 10 have lost talent due to strict mandates.

For smaller organizations, flexibility isn’t just a perk—it’s a competitive advantage in attracting and retaining talent. With limited brand recognition and fewer resources, many lean into remote and hybrid models to remain attractive in a tight labor market.

Challenges of RTO mandates

As we’ve seen, RTO mandates don’t work as a “one-size-fits-all” approach. Return to office strategies aren’t as simple as sending out an email explaining the new working model and expecting it to work for all employees. And also for all employees to accept the new approach.

Navigating the complexities of RTO policies and offering variations on the theme may be easier for smaller businesses. But that doesn’t mean larger organizations can afford to ignore the nuances required to make new, in-office requests work.

Some organizations, including giants like Starbucks and Amazon, have tried and failed to offer a generic approach in terms of RTO mandates. Why? Because they’re facing a range of employee needs and preferences. Simply put, a model of fully in person work has its limitations for the majority of employers.

Here are some of the main obstacles you might face when trying to issue formal RTO mandates:

Employee resistance

Return to office policies (part- or full-time) may not sit well with your team. Research shows that 37% of employees who were forced to return to the office reported being unhappy with their employers. And of those who are unhappy, 29% say they intend to resign unless the policy is reversed. There are a few big reasons team members may struggle to support your strategy.

Employees accustomed to remote work may resist losing key benefits, like more control over work-life balance and greater workplace flexibility. RTO mandates can disrupt established routines and childcare arrangements, causing stress and dissatisfaction.

They might also put specific employees at a disadvantage. For example, those with longer commutes, disabilities, or childcare responsibilities.

Logistical and operational challenges

Bringing your workforce back to the office can create hurdles for you, too. You may need to adapt office layouts or budgets to accommodate more people.

If you’re implementing a hybrid work model, you may also need to update your technology and infrastructure. To ensure seamless collaboration between remote and in-office teams, you need the right tools in place from day one.

Upskilling and reskilling

While remote work has honed valuable skills (think independent work and technology proficiency), returning to an office environment might mean brushing up on in-person and hybrid work skill sets.

RTO mandates that follow a part remote/part in-office route have wider implications for training too. Your L&D strategy may need upgrading to fit a hybrid workplace. And to ensure equal opportunities for employee development across your team.

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Recruiting, engagement, and retention

Many employees consider flexible work arrangements a key benefit. Eliminating the option may make it harder to recruit top talent.

It may also make it harder to keep current employees engaged and on board. For example, remote workers may feel excluded from meetings, discussions, or informal interactions.

Supporting RTO shifts: Strategies and solutions

As rigid return-to-office mandates face growing resistance, many organizations are rethinking their approach. Rather than enforcing blanket policies, forward-thinking companies are experimenting with more flexible, human-centered strategies. These strategies aim to inspire rather than require office attendance. And their focus is on trust, autonomy, and purpose. In short, forward-thinking pragmatic businesses are meeting employees where they are, while still fostering connection and collaboration.

Strategies include:

• Influence over enforcement: Rather than mandating office attendance, companies are focusing on making the workplace a place people want to be. This includes offering meaningful incentives, reimagining office design, and prioritizing employee well-being over rigid scheduling.
• Purpose-driven office time: In-person days are being reserved for high-value activities like collaboration sessions, creative workshops, and team-building. These are replacing routine solo work that can be done remotely.
• Leadership by example: Leaders are taking a more visible role in the office to model presence and engagement instead of simply issuing to-down mandates. Doing this, fosters a stronger sense of connection and meaning.
• Timely and intuitive “nudges”: Organizations are leveraging behavioral science to encourage in-office presence, rather than relying on formal policies. For example, through subtle cues like shared rituals, workplace perks, or social dynamics.
• Localized flexibility: Instead of applying one-size-fits-all rules, many businesses are empowering teams to define what office attendance looks like based on their unique workflows and needs.

6 tips for implementing RTO mandates

Effective RTO mandates require thoughtful planning. Here are a few tips for ensuring your strategy is seamless and benefits both you and your employees.

1. Keep communication clear and transparent

Make sure employees understand not only the “what” of your RTO mandate but also the “why”. They’ll be more on board with your decision if they can see how it’s beneficial for both the company and for them.

Send out a detailed explanation of your new policy. Outline the pain points of fully remote work and share how bringing people back together will address them. Make it clear that employee well-being is important to you throughout this transition.

Pro tip

Adjust the tone of your RTO communication so that it reflects a more flexible, adaptive mindset rather than a rigid or top-down approach.

2. Collaborate with your employees

Bring your teams in the loop as part of your RTO mandates process. Make sure they feel heard as you make the switch to your new way of working. Support an ongoing two-way dialogue and a co-creation approach to establishing new working norms.

Set up opportunities for employees to hear from leadership about the new policy. And give them equal time to share their concerns. This might look like town-hall-style meetings or online forums that allow for Q&A with management.

3. Create a training strategy

Focus on training that will help bring employees back seamlessly.

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Include content in your current training strategy that covers areas returning remote workers may need to brush up on. As well as content that supports employees working to a hybrid model. For example:

• Communication and collaboration. Provide content that coaches people on participating in in-person meetings, managing asynchronous relationships, and giving clear and concise presentations.
• Office etiquette and social dynamics. Share instruction on how to readjust to office norms like appropriate attire, noise levels, and respecting personal space. Include content around reading and responding to nonverbal cues. (These can be more nuanced in face-to-face interactions.)
• Time management and organization. Offer courses for managing focus and staying on task in an open office setting. Or for juggling tasks while collaborating with colleagues and attending meetings.
• Adaptability. Give direction on flexibility. People will need to know how to adjust routines, appreciate diverse work styles, and collaborate despite differences.
• Effective leadership. Train managers on how to lead hybrid teams and address remote work challenges.
• Well-being. According to TalentLMS’ 2024 L&D Benchmark Report, 62% of employees believe that non-work-related training supporting overall well-being will play a crucial role in 2025. RTO mandates represent a change that some employees may find unsettling. Offer courses on stress management and work-life balance to help people navigate the transition.

4. Seek regular feedback and commit to acting on it

The only way to know whether your RTO mandate is successful is to regularly review how things are going. Create feedback mechanisms like surveys or manager check-ins with employees. Ask about what’s going well and where there may be confusion or inefficiency.

Also, track key metrics around productivity and employee satisfaction. Then act on all the data you collect. Be ready to pivot, where appropriate. Emphasize the importance of piloting models, reviewing employee sentiment, and adjusting accordingly. And stay open to the idea of introducing more flexibility into the plan as needed.

5. Leverage AI and digital tools

Use AI and digital tools to streamline and support your RTO strategy. Smart scheduling platforms can help optimize office space by tracking peak collaboration times, while AI-driven sentiment analysis can surface employee feedback trends in real time. Digital communication tools—like chatbots or virtual assistants—can answer common questions about in-office policies or logistics, reducing friction and confusion. When used thoughtfully, these technologies enhance transparency, personalize the employee experience, and make the return to office feel more seamless and data-driven.

6. Create the right environment

Ensure your teams have the right resources and infrastructure to make the return to office effective and equitable. This means more than just desks and Wi-Fi—it includes access to a dedicated workspace with quiet areas for focused work, collaborative zones for team sessions, and updated technology that supports seamless hybrid collaboration. Consider ergonomic setups, inclusive amenities, and reliable tools for those who still work remotely and in-office employees. When employees feel equipped to do their best work—regardless of location—they’re more likely to engage with the RTO experience positively.

RTO mandates are an opportunity, not a chore

Return to office mandates aren’t just about going back to the old ways. They can be a path forward; an opportunity for both employers and employees to co-create the future of work. This shared journey offers a chance to redefine collaboration, shape a flexible future, and strengthen company culture in an increasingly digital age.

Approach this transition with an open mind, clear communication, and a focus on shared goals. and remember, rigid, return-to-office mandates aren’t a silver bullet. The future of work is a spectrum that requires flexibility, empathy, and a human-centered approach. Employers who listen, adapt, and co-create with their teams will be best positioned to build cultures that thrive—wherever their people work from.