The debate around office mandates has been buzzing for a while. Should we bring employees back to the office in the name of collaboration or let flexible work remain the norm to give them freedom?
Whichever side you lean toward, one thing is clear: office mandates are re-emerging. In this article, Hubble takes a look at the key factors driving the return-to-office (RTO) discussion:
What are ‘RTO mandates’?
An office mandate is a formal workplace policy requiring employees to work from the centralised office instead of remotely or from home.
Unlike flexible arrangements, this is not optional—it’s an official instruction that all employees are expected to follow.
Examples of RTO ‘push’ factors
RTO ‘push’ factors are the strategies companies use to push employees to return to the office.
Often rigid and leaving little room for flexibility or negotiation, these measures have famously been met with employee backlash.
1) Hard mandates
‘Hard mandates’ are arguably the most intense and rigid return-to-office strategies out there.
When an employer issues a ‘hard mandate’, they’re essentially saying to their team: “work in the office, or face disciplinary action”.
Examples include:
- Set-Day Mandates: Employees work in the office for a specific number of days each week—ranging from two days, as seen at EY, to a full five-day workweek at Goldman Sachs.
- Rejection of Remote Work Requests: Requests to extend remote work beyond the mandated return are denied outright, and persistent refusals to comply lead to dismissal.
Starbucks is a prime example of a company enforcing its RTO mandate. In a staff memo, it warned teams that failing to comply with its three-days-a-week office policy could lead to termination.
This is what they called an “accountability process”, which will take effect in January 2025.
2) Soft mandates
‘Soft mandates’ take a gentler approach. Instead of strict requirements, employers encourage teams to return to the office by emphasising potential benefits.
This works by creating an environment or culture that subtly nudges employees to return without making it mandatory.
Consider it a more flexible, lenient way to ease employees into in-person work.
Examples include:
- Set-Days in the Office: Employers designate specific days for employees to work on-site—focusing on tasks that thrive on in-person collaboration, such as team meetings.
- Team-Building Focus: Employers encourage office attendance by organising team-building activities like post-work drinks or game nights, creating a positive atmosphere.
3) Lack of promotions or benefits
Employers can also push employees back into offices by setting firm policies and tying in-office attendance to pay adjustments, promotions, or access to benefits.
This was something Google announced back in 2021. The technology giant developed a pay calculator for its U.S. employees, allowing workers to see how their pay might have changed if they chose to work remotely or switch office locations.
For remote employees, especially those with long commutes, this could have meant a pay cut if they chose to remain working remotely.
Examples of RTO ‘pull’ factors?
RTO ‘pull’ factors are the strategies companies use to draw employees back into offices.
Often flexible and focused on incentives, these measures aim to make the office more appealing and are generally met with greater employee engagement.
1) Team lunches
Team lunches are an easy and effective way to encourage employees back to the office. They offer a relaxed, face-to-face setting for colleagues to connect—something virtual interactions often can’t replicate.
It’s a small but meaningful gesture that makes the office feel more welcoming and builds a sense of community. Plus, research shows that teams who eat together tend to be more productive and work better as a group!
2) Giving teams great places to work
Employers can draw teams back by giving them access to an appealing office environment. Let’s face it—no one wants to leave the comfort of home to commute to a dull, uninspiring space.
Fortunately, many workspaces are designed to make coming to the office an enjoyable and worthwhile experience. With competitive features like gyms, wellness zones, and other amenities, they aim to stand out and outshine the competition.
This means your team can access some of the best workspaces on the market, turning office attendance into a valuable employee perk!
3) Giving them access to a community
Most workspace providers, like Uncommon and Fora, offer exclusive community perks to attract members. These include professional development sessions, guest speaker events, networking drinks, and wellness activities.
By choosing an office in one of these spaces, your team gains added incentives to work on-site—making it a strong RTO ‘pull’ factor that employers should actively promote to stand out!
