Return-to-office (RTO) policies remain contentious, as some employees resist while companies crack down on enforcing the initiative.
In August, ResumeBuilder.com surveyed 764 companies that moved to a fully remote model during the pandemic. We aimed to find out how many companies already have or plan to RTO.
Key findings:
- 87% of companies will RTO by 2025, and 64% say they already have
- Many companies that have RTO will increase required days in-office by next year
- Companies say RTO improves productivity, culture, revenue, and more
87% of Companies Will Have Returned to Office by 2025
The majority of companies (64%) currently require some or all employees to work from the office. Additionally, 23% plan to implement an RTO policy by the end of 2025, while 7% plan to do so in 2026 or later. Only 6% of companies have no plans to require any employees to RTO.
Among companies that have returned to the office, most (34%) started requiring employees to go back in 2022, with 7% implementing an RTO policy in 2023. Additionally, 23% began requiring employees to return in 2021, and 16% started in 2024.
The majority of companies are operating with a hybrid model, while 30% require employees to be in the office full-time.
“In recent years, companies have been attempting to bring employees back to the office, often citing improved productivity (though not definitively proven), increased revenue, and a more cohesive company culture as reasons,” says Chief Career Advisor Stacie Haller.
“However, the optimal in-office model remains in flux. The debate over the ideal number of in-office days has been ongoing, with many organizations now settling on a three-day workweek in the office. Some companies have adopted a wait-and-see approach, closely monitoring the evolving workforce landscape to ensure they can still attract and retain top talent in a competitive job market.”
1 in 3 companies that have already RTO will increase number of required days in 2025
The majority (54%) of companies that have already implemented an RTO policy do not plan to change the number of required in-office days by the end of 2025. However, 32% plan to increase the number of days required, while 15% plan to decrease them.
More than three-quarters (77%) of companies say they track employee office attendance.
7 in 10 Companies Have Seen Productivity Improve With RTO
According to companies that have implemented an RTO policy, the most significant improvements from RTO were seen in employee relationships (77%), followed by worker productivity (69%), company culture (70%), revenue (61%), and worker retention (54%). Companies with plans to RTO in 2025 also expect to see these factors improve.
Mark Hirsch, a co-founder and personal injury attorney at Templer & Hirsch, offers some perspective.
“Initially, during the pandemic, we adopted a fully remote approach at Templer & Hirsch due to necessity,” says Hirsch. “Yet, as conditions improved, we chose to bring our team back to the office. Although remote work provided us with flexibility, we discovered that working together in person created a stronger bond and ignited creativity that’s hard to achieve online.
“Since we’ve been back in the office, we’ve noticed a significant enhancement in our communication and collaboration. The impromptu brainstorming sessions and natural conversations in the workplace have resulted in more creative solutions and a deeper connection to our collective goals. However, the commute and returning to a routine office setting have posed challenges for some. To mitigate this, we’ve introduced hybrid work options and flexible schedules, finding a middle ground that values the advantages of face-to-face collaboration while appreciating the perks of working remotely.”
“Many organizations are touting that RTO has led to increased productivity and revenue, though this remains unproven. I believe part of this narrative stems from organizations struggling to adapt to the remote work model. Without proper management training or the right infrastructure in place for a successful remote workforce, they feel compelled to bring employees back, at least part-time.
“While there’s value in building culture and fostering in-person collaboration, the improvements from RTO may be more wishful thinking than actual results. Ultimately, each company will need to find the workforce model that works best for them, and employees will have the flexibility to choose how and where they work based on the options available,” says Haller.
Costs and Employee Satisfaction Drive Reasons for Companies Planning To Remain Remote
Companies that choose not to require employees to return to the office do so for several key reasons: 72% aim to maintain high employee satisfaction, 70% want to minimize or eliminate office-related costs, and 53% find that employees are more productive when working remotely. Additionally, 47% are motivated by the ability to access a broader talent pool, and 36% seek to reduce their environmental impact.
Jonathan Ayala, founder and CEO of Hudson Condos, discusses why the company has remained remote.
“During the pandemic, we transitioned to a fully remote work model to maintain operations and protect our team. After carefully considering our company’s needs and the evolving market, we’ve chosen to remain primarily remote.
Our policy of allowing employees to work remotely has increased the productivity of our team radially. Not having to bear the daily commute to work adds many extra hours that employees can now devote to service delivery. We also see that there is much better satisfaction among our employees. Our remote work option has facilitated the need of our people for a much better work-life balance, which clearly generates higher job satisfaction and lower staff turnover.”
Haller also adds, “The advantages of remote work are evident for many employees, but they may not be as clear to employers. Remote positions enable companies to recruit talent from across the country and around the globe, dramatically expanding their talent pool.
“Organizations that embrace remote work are seen as forward-thinking, attracting employees who are drawn to innovative, future-oriented workplaces. These companies are more likely to attract top talent, including those who prefer or need to work from home due to disabilities, caregiving responsibilities, or personal preferences. By adopting remote work models, organizations position themselves as leaders in a changing work environment, appealing to a diverse and motivated workforce.”
Methodology
This survey, launched on August 15, 2024, was commissioned by ResumeBuilder.com and conducted online by the polling platform Pollfish. Overall, 764 business leaders completed the survey.
To qualify for the survey, all participants had to be over 25, have a household income of at least $75,000, have an education level above high school, have a manager-level role or higher, and work at a company with more than 10 employees.
Respondents also had to indicate that their company had moved to a remote model during the pandemic via screening questions.
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