Return to Office Mandates are Here: Are You Ready?

The debate over remote versus in-office working has been brewing for years but 2025 could well mark a tipping point. Across industries, businesses are reversing flexible working arrangements, with some mandating employees to return to the office for four or even five days a week. But what’s driving this shift? And what does it mean for recruitment and retention strategies?

Why Are Companies Going All-In on RTO?

For some organisations, the push to return to the office (RTO) is about more than just where work gets done. It’s a move to reclaim control, foster collaboration, and strengthen company culture. Major players like Amazon, JP Morgan, and Tesla have already taken a stand, leveraging their strong brand reputations and competitive salaries to encourage employees to adapt. According to a BBC report, Amazon boss Andy Jassy told staff that office working allows the company to “better invent, collaborate and be connected enough to deliver the absolute best for customers and the business.”

However, enforcing these policies isn’t always smooth sailing. Reports suggest that Amazon’s London offices, for example, have struggled to accommodate the five-days-a-week mandate due to a lack of desk space—a claim Amazon disputes. Some critics remain suspicious, suggesting RTO policies could be a way to reduce headcount indirectly.

According to a recent Forbes article, these mandates might not even deliver the intended outcomes. Avery Morgan, Chief Human Resources Officer at EduBirdie, notes that “RTO mandates may seem beneficial for junior workers who need more structure and oversight, but if you believe that the performance of middle and senior managers depends on their physical presence, you’ve hired the wrong people.” 

Morgan also highlighted the negative impact of office environments, adding that “constant noise, impromptu meetings, and frequent interruptions make deep focus nearly impossible—especially for roles requiring creative or analytical work.”

Navigating RTO as an Employee

For professionals, the return-to-office trend is both a challenge and an opportunity. Yes, you might miss the autonomy and balance that remote working provides but this shift also creates a chance to renegotiate terms that align better with your lifestyle.

This is where working with a recruiter can make all the difference. A good recruiter doesn’t just connect you with opportunities; they advocate for you during negotiations. Whether it’s securing a hybrid arrangement, negotiating flexible start times, or finding a role that aligns with your long-term goals, recruiters have the insights and market knowledge to give you an edge.

Navigating RTO as an Employer

For employers, the decision to enforce in-office work can be a double-edged sword. On the one hand, it’s an opportunity to strengthen team cohesion, foster innovation, and create a more dynamic work environment. On the other hand, it’s crucial to tread carefully to avoid losing valuable team members.

Clear communication is vital. Explain the reasons behind the decision and how it benefits both the business and employees. Offering transitional support, such as phased returns or flexible start times, can ease the adjustment.

Additionally, partnering with a recruiter can provide a significant advantage. Recruiters understand current market trends and candidate priorities, helping you position your roles to attract top talent. Whether it’s crafting competitive offers or addressing concerns about flexibility, their expertise can make all the difference.

What’s Next?

The push for a full return to the office isn’t going away, but its impact will vary across industries and regions. Some companies will thrive under these changes, while others may find it harder to attract and retain staff.

Top-tier UK accounting firm partners have told our Head of Tax, Alex Mann, that they’re considering a 5-day RTO policy. In such cases, this could be not only hugely unpopular but also counterproductive for retention and recruitment. The professional services space, particularly within accountancy, tax & treasury, and legal, is highly competitive and candidate-driven, meaning employers don’t always hold the upper hand.

Data from WPP, a global communications agency, suggests that higher levels of office attendance are linked to improved employee engagement, stronger client satisfaction, and better financial performance. At the same time, challenges like long commutes and limited office space persist. 

Avery Morgan also warns that rigid RTO policies could backfire: “Caregivers, neurodivergent employees, and top performers with options won’t tolerate policies that ignore their needs. Companies clinging to outdated models risk alienating their workforce and falling behind more flexible competitors.”

Wherever you stand, staying informed about market trends is key. At Harvey John, we’re here to help you navigate this shifting landscape—whether you’re a professional seeking clarity on your next move or an employer aiming to stay competitive.

The workplace is evolving, and we’re here to offer insights and support every step of the way. Ready to take the next step? Let’s start your search with total clarity.

Sources: BBC News, “Return to Office Trends”; Centre for Cities research; Forbes, “Why Return-To-Office (RTO) Mandates Will Backfire”.