After reading, listen to the TAKE A DEEPER DIVE audio clip with author Abinue Fortingo at the bottom of the page

A Clear Shift From Fully Flexible

As we head into 2025, many organizations have publicly stated their return to office (RTO) plans. A quick glance at recent headlines indicates a trend is moving toward more restrictive hybrid requirements or even full-time in-office mandates.

Recent survey results support the headlines:

1. The number of organizations allowing fully flexible work arrangements has decreased from 31% in Q1 2023, to 25% in Q4 of 2024¹
2. Conversely, structured hybrid arrangements where employees are required to spend a minimum number of days in the office are becoming increasingly popular among U.S. organizations – with an increase in adoption from 20% of employers in Q1 2023, to 43% in Q4 of 2024¹
3. A large majority of CEOs (83%) predict a full return to office in the next three years, up from 64% surveyed last year.²

While only 32% of companies had full-time in-office policies as of Q4 2024¹, this number is likely to increase in 2025 as a few major employers move in this direction and with the new White House administration’s expressed desire to have federal workers return to the office³.

A Misalignment With Employee Preference

Employee sentiment on the topic of workplace flexibility is fairly settled, with a majority of employees (53%) who have remote-capable jobs preferring hybrid arrangements, 27% preferring exclusively remote arrangements and only 21% preferring fully onsite arrangements.⁴ In fact, when remote workers were asked to choose their top benefits of working from home, 60% selected “no commute,” 44% responded “save on gas and lunch costs,” and 42% appreciated having “flexibility over when they work.’”⁵ A similar study found that “improved work/life balance,” “more efficient use of time” and “less burn-out or fatigue at work” were cited as the top three advantages of hybrid work according to hybrid employees.⁴ Other studies also indicate that younger workers and workers with caregiving responsibilities show a greater affinity for hybrid or fully remote working arrangements.⁶

Despite this prevalent preference for remote and hybrid work, the sentiment among many business leaders is quite different. In a September 2023 survey, 35% of business leaders say the need for increased in-person collaboration is the primary driver behind their RTO strategy and nearly all employers (92%) listed increased in-person collaboration as one of the top three benefits of employees returning to the office.⁷ Some leaders also hold the view that in-person workers are “better leaders, easier to train, and require less supervision.”⁸

RTO is An Opportunity to Spotlight Employee Well-Being

The disconnect between employee preference for greater workplace flexibility and leadership desire for greater in-office attendance provides a unique opportunity for organizations to re-imagine and re-invest in well-being programs to support workers as they return to the office. If executed properly, a strong emphasis on a healthy workplace environment can accelerate the organization’s RTO objectives while giving employees the support they need. The goal is that employees returning to the office feel cared for and appreciated as they make the transition — and realize the intended benefits of their return.

To further illustrate this point, here are six focus areas where employers can re-invest to support employee wellbeing as they roll out their RTO plans, along with examples of ideas organizations can implement in each category.

Understandably, the well-being considerations highlighted above are just some of the components of successful RTO planning. From a broader sense, the overall design of the RTO plan must allow for effective collaboration across teams, expanded opportunities for learning and development (especially for less experienced colleagues) and support the organization’s short and long-term goals and mission.

Organizations designing RTO strategies in 2025 are motivated by a myriad of factors, including the desire to increase collaboration and productivity. While these objectives are well-intentioned, there’s no doubt that RTO could be disruptive to some employees as they navigate new arrangements around their new (or restored) routines. Returning to the office could also mean navigating a new dynamic of social connections in the workplace for previously remote employees. With this reality in mind, organizations with RTO plans in 2025 should enhance their well-being programs as a strategic lever to sustainably bring employees back onsite. To put it simply, a renewed investment and focus on employee well-being can bridge the gap between employee expectations and employer priorities as organizations implement their RTO initiatives.

TAKE A DEEPER DIVE

With author Abinue Fortingo as he highlights three key ideas for employers to consider regarding their return to office mandates and potential well-being program re-investments.

1. 2024, Flex Index Q4 2024 Report: https://www.flexindex.com/statsutm_source=substack&utm_medium=newsletter&utm_campaign=flex-report-q4-24
2. 2024, KPMG, CEO Outlook: https://assets.kpmg.com/content/dam/kpmg/sg/pdf/2024/09/kpmg-ceo-outlook-2024-executive-summary.pdf
3. 2024, HR Dive, Trump says he intends to fire federal workers who don’t return to the office: https://www.hrdive.com/news/will-trump-fire-federal-workers-who-dont-return-tooffice/735798/
4. 2024, Gallup, Indicators: Hybrid Work: https://www.gallup.com/401384/indicator-hybrid-work.aspx
5. 2024, U.S. Career Institute, 50 Eye-Opening Remote Work Statistics for 2024; https://www.uscareerinstitute.edu/blog/50-eye-opening-remote-work-statistics-for-2024
6. 2023, American Enterprise Institute: Perspective: What Flexibility Means for Younger Workers – and their Employers: https://www.aei.org/op-eds/perspective-what-flexibilitymeans-for-younger-workers-and-their-employers/#:~:text=Younger%20workers%20also%20rated%20flexibility,concern%20%E2%80%94%20but%20with%20a%20twist
7. 2023, WeWork, Leaders’ desire for more in-person collaboration is driving the return to office: https://www.wework.com/newsroom/leaders-desire-for-more-in-personcollaboration-is-driving-the-return-to-office-wework-survey-finds
8. 2024, ResumeBuilder, Manager Survey: https://www.resumebuilder.com/half-of-managers-are-more-invested-in-their-in-person-vs-remote-employees-growth/

Abinue Fortingo, MPH

Principal, Population Health & Well-Being Consultant