Are you seeing more congested roads and full office parking lots during your morning commute? If so, you aren’t imagining things. In-person work is finally making a comeback.
An analysis of office space leasing trends conducted by real estate giant Jones Lang LaSalle Inc. shows that the majority (56%) of Fortune 100 desk workers are now working in person full-time, a major shift in corporate policy.
The same data also indicate that, even for companies still allowing hybrid work, the average weekly in-office requirement has crept up from 2.8 days in 2023 to four days in 2025.
Still, it isn’t just multinational companies moving quickly toward full RTO mandates. Surveys indicate that 54% of businesses are influenced by major corporations’ RTO policies. Some 20% of companies that may still allow a limited number of hybrid roles plan to reduce the salaries of those employees.
If you’re currently on the fence about whether it’s time for your office to go full RTO, you’re not alone. Discover why this debate is gaining volume in the modern business landscape and how to weigh the pros and cons before making a decision.
What’s the Problem With RTO Mandates?
In late January 2026, Detroit automaker Stellantis and home improvement retailer Home Depot joined a host of other large corporations in calling employees back to the office full-time.
These employers believe that working in person is not only more efficient but also increases collaboration and creative solutions. In some cases, they may be facing declining performance trends and conclude that remote or hybrid work is the cause.
Whether remote employees are slacking or not may not be clear at first glance. What is clear is that employees don’t want to be in the office full-time.
Gallup data shows that only 6% of Gen Z employees, who continue to make up an increasingly large portion of the workforce each year, want to work fully in person. The sentiments are similar among Gen X and millennials at 9% and 4%, respectively.
Unfortunately, this means that employers and workers are at an impasse.
Rolling out a full RTO mandate against these wishes can lead to resentment and low morale among employees. This, in turn, can lead to further declines in productivity and performance, an increase in turnover rates, and negative effects on the employer’s brand that make it difficult to attract top talent.
What to Do Before You Go Full RTO
As an employer or HR leader, your concerns about in-person versus remote work may be valid. However, it’s crucial that you take time to assess your options and understand the potential impacts before rolling out a full RTO mandate. Here’s what you need to consider as you make your decision.
Know Your “Why”
Clearly articulate why you need your employees in the office. While increased collaboration and creativity may be legitimate reasons, the urge to micromanage employees or keep up with other companies may signal a need to reevaluate your RTO decision.
Audit Current Data
Review data on your current productivity, employee engagement, team collaboration, and individual performance metrics. This will help you identify where the issues lie and whether (and how) an RTO mandate can solve them.
Assess What’s Worked Well
Consult with managers whose teams are thriving in the remote or hybrid environment. What are they doing differently that contributes to high levels of employee accountability and success? Make note of what actions may translate well to other departments and whether these improvements can allow you to continue with flexible work options.
Survey Your Employees
Use surveys to gather both qualitative and quantitative data from your workforce. Doing so will help you gauge sentiment about a possible RTO mandate and help you understand the ramifications it may have.
You may be able to identify potential flight risks and figure out how to support employees in returning to in-person work while helping them avoid burnout or a loss of morale.
Create Office Policies That Work for Your Workforce
Weighing employees’ need for autonomy and work-life balance against critical business goals, objectives, and priorities can be challenging. While you may believe RTO policies will increase collaboration, innovation, and performance, you likely don’t want to risk increasing turnover or burnout.If you’re unsure about whether RTO is the right decision or how to craft policies that work for your employees, AssetHR’s HR Consulting services can be a beacon. Contact us today to discover how we can help you strengthen your policies and practices while maintaining a strong, positive culture.