Return to Work (Return to Office)

What is RTO?

Return to work or return to office (RTO) refers to the process of employees resuming in-person work at a physical office or job site after working remotely, taking extended medical or parental leave, or experiencing workplace disruption. RTO is often used to describe broader efforts to bring employees back into the office after large-scale shifts to remote work, especially in the wake of the COVID-19 pandemic.

Today, RTO discussions often center on rebalancing business needs with employee expectations around flexibility, autonomy, and workplace culture.

Why is RTO significant?

RTO impacts multiple aspects of organizational life, from collaboration and innovation to employee engagement and retention. For employers, bringing teams together in a shared physical space can support relationship building, faster decision-making, and deeper alignment on company goals.

However, research shows that mandatory or inflexible RTO mandates can also lead to decreased job satisfaction, higher stress, and increased turnover intentions among employees. How companies approach RTO can significantly influence their employer brand and long-term talent strategy.

What challenges are associated with RTO?

RTO isn’t just a logistical exercise—it’s a major change management challenge. Employees returning to the office may need time to adjust to new expectations, reestablish work routines, or navigate shifts in team dynamics.

Common challenges include:

• Balancing flexibility with business needs: Employees increasingly value autonomy over where and how they work, and rigid RTO policies may clash with these expectations.
• Equity concerns: RTO can disproportionately affect employees with caregiving responsibilities, health risks, or transportation barriers.
• Communication gaps: Unclear or inconsistent messaging about RTO policies can erode trust and create confusion across teams.

Documented policies that clearly outline expectations—such as who needs to return, when, and how flexibility is handled—alongside clear communication from HR can help reduce uncertainty and support a smoother transition.

Small businesses with fewer people in HR may face unique challenges during the return to work process, especially when balancing limited resources with high employee expectations. Common pitfalls that may exist for all companies, especially those with limited HR resources, could include:

• Under-communicating changes
• Failing to gather employee input
• Applying rigid policies without considering different roles or needs.

Recognizing these risks early can help teams create more flexible, employee-centered RTO plans that build trust and encourage smoother transitions.

What types of return to work policies exist?

RTO isn’t a one-size-fits-all approach. Companies are experimenting with a range of models depending on their workforce needs, industry standards, whether they hope for voluntary reductions in force, and employee feedback. Common approaches include:

• Complete in-office return: Employees work onsite every day. This model is typical in industries where physical presence or equipment access is essential.
• Hybrid (fixed schedule): Employees work onsite on designated days, like a 4-day workweek or Tuesday through Thursday, and remotely the rest of the week.
• Hybrid (flexible schedule): Employees have the flexibility to choose which days they work onsite, often coordinated with their team or manager. This can sometimes turn into hushed hybrid working.
• Voluntary or incentivized return: Employees are encouraged—but not required—to work onsite, with some companies offering perks or redesigned spaces to make the office experience more appealing.
• Role-based return: Expectations vary depending on job function or seniority, with customer-facing or leadership roles typically expected on site more often.

Regardless of the model, organizations benefit from having a written RTO policy that clearly outlines expectations. Providing clarity on who needs to return, when, and under what conditions helps create consistency and build trust across the workforce.

How should HR approach return to work?

For small HR teams, managing a return-to-work strategy often requires balancing day-to-day responsibilities with larger change management efforts. Focusing on simple, high-impact actions—like clear communication, surveys, and phased returns—can help teams support employees effectively without overwhelming internal capacity.

HR teams play a central role in helping employees navigate the transition back to in-person or hybrid work. Successful approaches often begin with understanding employee concerns and priorities, then deploying re-onboarding efforts, updated workplace policies on remote work and time off, and consistent communication to help employees reconnect with company culture and expectations.

By focusing on communication, HR best practices, and employee support, HR can help organizations maintain engagement and build a stronger, more adaptable workplace during the return-to-work process.