The RTO Mandate Isn’t Working. Here’s Why.

16 July 2025

Bosses say, “Return to the office.”

Employees say, “No thanks.”

And the data says they aren't bluffing.

Companies have been droning on about Return-to-Office (RTO) for over a year now, but the results? Barely any movement.

According to data collected by Stanford University professor Nick Bloom and his team, office attendance policies have increased by 10% since early 2024 yet actual attendance has risen by less than 2%.

Return-to-office mandates from major employers like Amazon (3 days/week), Google (3 days/week), and JPMorgan Chase (full-time for senior leaders) have barely moved the needle. Employees are quietly pushing back on mandates they see as out of touch with their realities and their proven ability to perform remotely.

Here’s the disconnect:

Leaders are pushing for productivity through presence. But employees are saying: We literally moved.

After years of remote work, many employees relocated for affordability, family, or simply a better life. They’re being asked to return to buildings they no longer live within hundreds of miles of.

So now the question becomes: Do you pay thousands to move that employee back? Or do you pay tens of thousands to replace them?

Let’s talk numbers:

🏠 Relocation costs average $19,000–$24,000 per employee (according to Allied).
🚪 Replacing an employee can cost up to 2x their annual salary, especially if they’re skilled, tenured, or in leadership.
👎 And what happens when they don’t return? You lose institutional knowledge, culture continuity, and team morale.

Or you could keep them remote.

Remote and hybrid work aren’t the enemy. Disconnection is.

So the challenge is to rethink what connection looks like in a distributed world.

The Benefits of Hybrid Work

✔️ Wider Talent Pool – Hire the best, not the closest.

✔️ Reduced Overhead – Fewer desks, smaller leases, lower utility bills.

✔️ Higher Retention – People stay where they feel trusted and supported.

✔️ Increased Productivity – Fewer distractions, more control over deep work.

✔️ Inclusive Leadership – Not everyone thrives under fluorescent lights.

Flexibility Fuels Well-Being

According to FlexJobs’ 2023 Work Insights Survey of over 5,600 professionals:

96% said a remote or hybrid work arrangement would be best for their mental health.
49% preferred a hybrid setup, slightly edging out the 47% who wanted to be fully remote.
Just 4% believed being in the office full-time was best for their mental health.

Decreased stress was the #1 health benefit reported.

“Whether it’s due to reduced commuting stress, improved sleep, healthier eating, or decreased anxiety, workers clearly believe that remote work has an overall positive impact on their mental health,” said Sara Sutton, Founder and CEO of FlexJobs.

Hybrid work isn't simply about convenience. For some, it's the only way they can realistically work a full-time job:

A single mom can now pick her kids up from school without sacrificing performance.
A caregiver for an elderly parent can attend a doctor’s appointment without hiding it from their manager.
An employee with anxiety doesn’t have to brace themselves for a daily sensory overload just to do their job well.

Flexibility unlocks loyalty. It builds culture. And it drives performance.

Still want people to RTO?

Create a place worth showing up to. This means…

Making the office a hub for collaboration not compliance.
Designing purposeful in-person days where team building, brainstorming, and connection are the focus.
Empowering employees to manage their output.

The future of work won't look like the past. And leaders who embrace that reality are the ones who’ll win the war for talent.

So how often are you bringing your remote team together? Is it once a year? Twice? Are you hosting quarterly regional gatherings?

There's no one-size-fits-all-solution, but there is one undeniable truth... In-person connection still matters alongside virtual connection.

Even with flights and hotels, occasional face time is often cheaper than the overhead, insurance, and real estate required to force everyone back in. When done right, in-person team activities save you exponentially more by reducing turnover, fostering trust, and reinforcing culture.

The question isn't whether to gather, but how often and with what purpose.

Lead on purpose, or risk losing the people who power your mission.