**Remote Workers Face Uncertain Future as Employers Call Them Back to the Office**
Jason LaCroix, a 44-year-old father of two from Atlanta, felt privileged to work from home. He needed flexibility to care for his son, who had suffered a brain injury and spent 35 days in intensive care. But last February, he was laid off from his job, which required him to commute three hours a day.
LaCroix is not alone. Thousands of workers are facing an unsettling reality: after years of working from home, they must return to the office full-time for the first time since the coronavirus pandemic. Employees at Amazon and AT&T have been called back to work five days a week, while President-elect Donald Trump has vowed to fire federal workers who don’t show up in person.
**The Consequences of Return-to-Office Mandates**
Research shows that when companies stopped allowing employees to work remotely, they experienced high turnover rates. This was especially true among female employees and senior-level executives, who often have childcare responsibilities. Mark Ma, a University of Pittsburgh associate professor of business administration, found that these groups were more likely to leave their jobs due to the lack of flexibility.
**Advice for Navigating Return-to-Office Mandates**
Experts say there are ways to navigate this change. Employees can ask for flexibility in their schedules or seek out new roles that allow remote work. Some companies are experimenting with “employee-choice” approaches, where teams decide how many days they will work from the office.
**Work-Arounds and Open Communication**
Some employees have come up with creative work-arounds to avoid returning to the office full-time. For example, some people have been using “coffee badging,” where they swipe their ID badges in the morning and then head home to work remotely. Others are trying a “hushed hybrid” approach, where supervisors take care of swiping IDs for them.
But experts say it’s best to have an open conversation with managers about personal needs and to seek forgiveness rather than permission. “The only people who remember you worked late are your children,” says attorney Holly Keerikatte, who chose a fully remote job over one that paid more but required a long commute.
**Finding Bright Spots in Returning to the Office**
While returning to the office can be daunting, there are also some positives to consider. Friendships can blossom as colleagues take breaks together or try new lunch spots. In-person conversations can spark ideas that wouldn’t surface at home.
Employers can ease the transition by organizing activities that create camaraderie. For example, managers can put together talks about the transition and have groups share what works for them.
**The Future of Remote Work**
As the remote work landscape continues to evolve, employees are facing an uncertain future. Will they be able to adapt to return-to-office mandates? Or will they seek out new roles that allow flexibility?
One thing is certain: the debate around remote work and office culture is far from over.