Is this the year we say goodbye to hybrid work and return to the office full time? Some major companies certainly seem to think so. In recent months, organisations like Santander, PwC, Amazon, Lloyds Bank, JP Morgan, and WPP have all rolled out Return to Office (RTO) mandates.
However, the debate over RTO is far from settled, with supporters emphasising workplace culture and critics arguing that it has minimal impact on productivity and puts increased costs on workers. What’s clear, however, is that shifting back to full-time office work after years of hybrid arrangements will bring challenges for businesses. Employees accustomed to flexible work may face stress, long commutes, and rigid schedules, potentially affecting job satisfaction and productivity. Meanwhile, HR teams could struggle with talent retention and recruitment, as workplace expectations evolve.
Striking the right balance between the benefits of in-person collaboration and the risks of employee dissatisfaction will be key for companies navigating this transition.
Impact of RTO Policies On the Modern Workplace
The transition for RTO mandates is already facing considerable backlash. At WPP, the requirement for four days in the office sparked widespread resistance, with thousands of employees signing a petition urging leadership to reverse the policy. Elsewhere, blanket RTO mandates are causing widespread resentment to employees globally. Such rigid policies risk damaging morale and could drive employees toward more flexible opportunities elsewhere.
In today’s workplace, employee satisfaction is closely tied to flexibility. The level of risk executives are willing to take with RTO policies shapes company culture, influencing recruitment, retention, and overall workplace dynamics. Leaders who remain adaptable and responsive to employee needs foster a more positive environment, improving both hiring and long-term engagement. In contrast, strict mandates can create barriers, deterring potential candidates and limiting accessibility.
Business leaders must adapt their approach to risk, recognising that sustainable growth depends not on avoiding risk altogether but on taking the right risks. Executives who prioritise transparency and adaptability in hiring and workforce management lay the groundwork for innovation and resilience. This mindset is crucial not just for growth but for navigating digital transformation and future challenges.
The shift toward flexibility isn’t just a market-driven trend—it’s also a response to evolving regulations and an increasingly hybrid, global workforce. As the nature of work changes, organisations must prioritise their most valuable asset: their people.
Growing Strain on HR Teams
For HR teams, managing the transition back to the office means addressing employee resistance, differing preferences, and varying levels of readiness for in-person work. This challenge extends beyond existing employees—it also impacts talent acquisition. In a competitive job market, companies may struggle to attract candidates willing to commit to full-time office work. To remain competitive, HR will need to highlight the benefits of in-office culture, career growth opportunities, and a supportive work environment.
Additionally, HR professionals must navigate logistical challenges, including office space management, safety protocols, and hybrid work structures, all while preserving company culture and employee engagement. Striking the right balance between business objectives and employee satisfaction will require a mix of empathy, flexibility, and strategic planning.
Leveraging Technology to Drive the Future of Work
Smaller businesses naturally foster a sense of shared success and trust, but for larger organisations, clearly communicating RTO expectations from the outset of the hiring process is essential. Finding the right candidates has become one of the biggest challenges for large enterprises, making strong hiring practices and the right technology critical. By integrating these elements into recruitment systems, hiring managers can ensure that candidates are aligned with RTO mandates from day one.
As hybrid and remote work models evolve, HR teams must also navigate the growing influence of AI in job applications, which can make it harder to assess a candidate’s true fit and transparency. To address these challenges, businesses should leverage technology and automation to streamline hiring. Automating background checks, for example, can cut manual workload in half, improving both efficiency and accuracy.
By embracing automation, larger organisations can replicate the trust and loyalty often seen in smaller companies while building a committed workforce aligned with long-term business goals. This approach allows HR teams to assess candidates with confidence, maintain efficiency, and reduce disruptions for both employers and job seekers.
Luke is the co-founder of Zinc, a background checking and verification platform for HR professionals. Starting his career as a recruiter-turned-developer, Luke has grown 3 startups and featured on Dragons Den. He spent seven years as a tech recruiter, recruiting for financial, healthcare, and education businesses globally. Through this Luke experienced first hand the problems with reference and background checking, leading him to create Zinc, alongside his partner Charlotte.
