{
  "id": 13880912,
  "title": "How to make sure your return to office policy works",
  "url": "https://urgent.news/2026/10/12/how-to-make-sure-your-return-to-office-policy-works",
  "topic": "business",
  "section": "Business",
  "published": "2026-10-12T05:00:00.000Z",
  "source": {
    "name": "Fast Company",
    "slug": "fast-company",
    "url": "https://www.fastcompany.com/91606620/how-to-make-sure-your-return-to-office-policy-works"
  },
  "original_language": "en",
  "account": "Return-to-office policies have been a frequent source of controversy. In 2024, 38% of employees experienced multiple such policies, and 6% endured more than five. Typically, these reboots stem from failures of the initial plan; when attendance is low, companies tighten the in-office days. A large retail chain we spoke to is an example. Initially, they required three office days for corporate staff, but attendance was only two days. They then increased to four days in hopes of achieving the desired three. While this reboot boosted in-office presence, it also alienated workers who strictly adhered to the rules. Many of these rule-followers eventually left, highlighting the importance of getting the policy right from the start. To ensure success, companies must follow five key principles. First, build stakeholder support for the return-to-office policy. Managers and executives must share the same vision for the office's value. When managers enthusiastically explain the benefits during team meetings, resistance diminishes. Emphasizing the potential gains from in-person collaboration can prevent the policy from being seen as a burden. Clearly communicating the reasons for the return to the office is crucial. Second, understand employee resistance. Some remote workers value flexibility for balancing work and caregiving responsibilities. Others believe they are more productive at home. To address these concerns, some companies are adopting core \"office hours.\" For instance, limiting in-office requirements to 9:30 a.m. to 3 p.m. preserves collaboration while allowing flexibility for caregivers and those who work better at night. This tailored approach can ease frustration and promote fairness. Third, timing is everything. A major financial services firm learned this the hard way when they mandated five days in the office just after Labor Day. Many employees in September were juggling child care arrangements, causing attendance to plummet. By moving the RTO to later in the month, the company saw a significant improvement in attendance, settling at an average of three days a week. Fourth, make enforcement clear and predictable. Employees are more likely to comply when consequences for noncompliance are consistent. Instead of vague threats of termination, a small bonus reduction for each month of missed office days can be more effective. Transparency can also play a role. Some organizations display attendance patterns to promote team coordination and understanding. Fifth, be open to feedback. As employees adapt to the new policy, they may voice concerns such as parking difficulties or crowded conference rooms. Companies can address these issues through shuttle services, transit vouchers, or improved room-booking systems. By incorporating feedback, companies demonstrate that they value employee input and are committed to making the RTO work for everyone.",
  "summary": "Return-to-office reruns are all too common. In 2024, 38% of employees had been through multiple RTOs and 6% had endured more than five . Often, these reboots reflect failures of the initial policy; when attendance falls short, companies double down by mandating more in-office days. A large retail firm we work with did exactly this. First, it mandated three days for corporate employees, but got…",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 1,
    "also_reported_by": []
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}