Companies rethink office return policies for 2025
NEW YORK, UNITED STATES — The debate over return-to-office (RTO) mandates continues to intensify as more companies like Amazon and Starbucks demand full-time office attendance.
HR leaders share their perspective on the evolving workplace dynamics as organizations enter the new year.
Corporate leadership perspectives
PwC’s chief people officer, Yolanda Seals-Coffield, emphasizes that hybrid work will remain the standard in 2025. The company recognizes that in-person interaction enhances connection and creativity while acknowledging that hybrid workers show the highest satisfaction levels.
“Reports have shown that hybrid workers demonstrate the highest levels of satisfaction, and hybrid schedules can allow for more purposeful engagements,” she tells Fortune.
Canva’s trust-based model
Canva has adopted a progressive stance, allowing employees complete autonomy in choosing their work environment. Jennie Rogerson, global head of people, reports that this approach has proven particularly beneficial for parents and caregivers, enabling them to effectively balance personal and professional responsibilities.
“I believe more companies will start making stronger decisions on what their longer term strategy is on returning to office or continuing with flexibility. With companies being clearer on what their return to office policies are, candidates are then free to choose the workplace that works for them based on their own preferences,” Rogerson notes.
Future trends and adaptations
The workplace evolution is moving beyond simple policy enforcement toward a more nuanced approach focused on employee empowerment.
Rebecca Perrault from Magnit predicts that organizations will increasingly rely on productivity metrics and employee feedback to shape their workplace strategies.
EY’s chief talent officer, Ginnie Carlier, reinforces this view, suggesting that companies embracing hybrid models while facilitating meaningful in-person interactions will have an advantage in talent acquisition and retention.
The political dimension has also entered the conversation, with proposed measures to enforce federal employee office attendance. However, companies like Spotify and Allstate continue to champion flexible working policies, positioning employee autonomy as a cornerstone of future work arrangements.
As 2025 approaches, organizations are expected to solidify their long-term strategies, allowing potential employees to align their career choices with workplace policies that match their preferences.
