Navigating the Shift Back to In-Person Work

The shift to remote and hybrid work was one of the most impactful workplace transformations to come out of the pandemic. And while many organizations embraced this flexibility, some are now reevaluating what works best long-term.

Whether driven by collaboration goals, operational efficiency, or simply a change in leadership philosophy, more employers are implementing return-to-office (RTO) requirements. But rolling out a return-to-office plan isn’t just about logistics. It is about trust, communication, and consistency.

Return to Office Requirements

Can I require my employees to return to the office? Yes. In most cases, you can require employees to return onsite, even if they’ve been working remotely for an extended period. However, this shift should be handled thoughtfully, especially when remote work expectations were set at the time of hire or have become part of your company culture.

Before announcing any changes, take time to review existing agreements, including any remote work arrangements, union contracts (if applicable), and offer letters that may include flexibility provisions or notice requirements.

Factoring in Medical Accommodations

If an employee requests to continue remote work due to a medical condition, this may kick off the interactive process. Each situation will need to be assessed individually, with documentation from the employee’s healthcare provider, a review of the job’s essential functions, and a conversation about what’s reasonable for both sides.

The key takeaway: medical accommodations are different from personal preferences and must be treated with care, consistency, and proper documentation.

Best Practices for a Smooth Transition

Even if you are not legally required to give notice of an RTO policy change, providing advanced communication helps preserve morale and reduce friction. Clear, written notice with key details, such as start date, and schedule expectations can go a long way.

Bring Employees Along for the Ride

Don’t underestimate the impact of a sudden return-to-office mandate. For many employees, hybrid or remote work has become part of their rhythm, and a shift in expectations can feel jarring, especially if handled with too much rigidity. To ease the transition, consider starting with a phased return, such as one or two office days per week. Hosting a town hall can be a helpful way to share the news, provide context, and ensure everyone hears the same message and purpose behind the transition. These steps can help employees feel heard while reestablishing in-person connection.

Final Thoughts

RTO policies don’t need to be all-or-nothing. What matters most is that your approach is intentional, clearly communicated, and aligned with your organization’s values. If you need support reviewing your remote work agreements, updating policies, or training your leaders to manage this shift effectively, our team is here to help.