Companies Returning Employees to Office – The List

The investment banking company joins a growing list of banks demanding peopel return to in-person work. BMO broke the news to employees in a statement on June 26, 2025.

“Our workplaces have a powerful role to help us serve our clients and communities, while shaping our culture and organizational productivity,” BMO spokesperson John Fenton told BI.

Chipotle

The fast-food chain announced in June 2023 that corporate workers should work in the office four days a week, Bloomberg reported. Chipotle had previously required workers to show up three days a week, according to the report.

Citigroup

Citigroup asked its 600 US workers, who were previously eligible to work remotely, to return to the office full-time, Bloomberg reported. In a memo released by the investment firm in May, the majority of staff are reportedly still able to work a hybrid schedule, with up to two days a week outside the office.HSBC and Barclays followed suit, mandating workers to come into the office five days a week, according to the report.

Vaccinated Citigroup employees across the US were asked to return toIn January 2023, Disney CEO Bob Iger announced a mandate, in a memo obtained by business Insider, requiring employees working in a hybrid fashion to return to the office four days a week starting in March. Over 2,300 employees signed a petition asking Iger to reconsider the mandate.Business Insider tells the innovative stories you want to know

“This policy will slow, or even reverse, our post-COVID recovery and growth by creating critical resource shortages and causing irreplaceable institutional knowledge loss,” signees wrote, according to The Washington Post.

Ford

The Detroit-based automaker told salaried employees in June that they would be expected in the office four days a week,Reuters reported.

A spokesperson told the wire service that most of the affected workers have already been coming in three or more days a week and that the move will help the company become “less cyclical and more dynamic.”

Companies cracking down on remote work in 2024

More companies are pushing for employees to return to the office, even if it means staff leaving. Here’s a look at some of the biggest companies enacting return-to-office policies:

Google

Dimon has expressed a lack of sympathy for employees who don’t want to return to the office, citing commute times as a personal choice. “I completely understand why someone doesn’t want to commute an hour and a half every day, totally got it,” he told The Economist in July 2023. “Doesn’t mean they have to have a job here either.”

redfin

In July 2023, Redfin announced a new policy requiring “headquarters employees” living within 20 miles of its Seattle, San Francisco, and Frisco offices to work from the office two days a week – Tuesdays and Wednesdays. Employees living further than 20 miles are required to visit the office in person once per quarter for a day or more of meetings.The company stated there would be “no exceptions,” and would use Google Maps to determine employee distance based on driving miles.

Salesforce

Salesforce informed employees in an internal memo in July 2024 that most workers will be required to be in the office four to five days a week, starting October 1, 2024.

This policy applies to staff in sales, workplace services, data center engineering, and on-site support technicians.

Earlier in 2023, Salesforce CEO Marc Benioff revised the company’s annual strategic plan to include return-to-office mandates. The initial draft required non-remote employees to work three days a week in the office, and those in customer-facing roles to work four days a week.Engineers were initially slated to work in the office 20 days per quarter, but employee feedback led to a reduction to 10 days.Business Insider tells the innovative stories you want to knowStarbucks is now requiring corporate employees to work in the office three days a week, walking back a previous plan to increase that to four days, according to an internal memo seen by Business Insider.

The company had initially planned to have corporate workers in the office four days a week starting in October, after CEO Brian Niccol said being in person allows employees to “share ideas more effectively, creatively solve hard problems, and move much faster.”

However, in a Tuesday email, sara Trilling, Starbucks’ president of North America, said the company is adjusting its policy after hearing feedback from employees.

“We’ve heard you loud and clear,” Trilling wrote in the email. “We recognize the importance of flexibility and understand that a one-size-fits-all approach doesn’t work.”

The company first began pushing for a return to office in 2022, with then-CEO Howard Schultz calling remote work a “privilege.” Starbucks employees responded by signing an open letter protesting the company’s return-to-office mandate.The company then threatened to fire staff who did not comply with the RTO policy.## Tesla

In June 2022,Tesla employees were notified of a mandatory return-to-office policy.

The email from Elon Musk told employees “If you don’t show up, we will assume you have resigned,” and said that everyone at Tesla must work from the office at least 40 hours a week.

Musk, who has called remote work “morally wrong,” nodded to his frequent presence at Tesla factories as the reason for the business’ success. “if I had not done that, Tesla would long ago have gone bankrupt,” he wrote.

Tiktok

Two employees told BI that TikTok plans to require its US e-commerce employees to return to the office for eight hours a day, five days a week.

It’s also asking its e-commerce association

Companies are pushing employees back to the office – here’s who

More companies are dialing back remote work and asking employees to return to the office, at least part-time. Here’s a look at some of the major companies making the shift:

Uber

Uber CEO Dara Khosrowshahi said in May 2024 that employees are required to return to the office at least half the time. he added that on other days, staffers were allowed to work remotely and that some could be entirely remote if they got clearance from their managers.

Khosrowshahi said in 2024 that remote work took away some of Uber’s “most frequent customers,” adding that “there is an audience who kind of stopped using us as frequently as they used to.”

UnitedHealth Group

minnesota-based hybrid workers for UnitedHealth group are expected in the office four days a week, the Minnesota Star Tribune reported in June.

The company employs some 19,000 workers in Minnesota, The Star Tribune reported.The group is the parent company of insurer UnitedHealthcare and the Optum pharmacy benefit business.

Walmart

Along with slashing hundreds of jobs, Walmart also asked previously remote employees in the US to move to offices in may 2024.

Staffers located in smaller offices in Dallas, Atlan

The Shifting Sands of Return-to-Office Policies: Legal Risks and Employee Pushback

The post-pandemic workplace is defined by a tug-of-war between employer desires for in-office presence and employee preferences for remote or hybrid arrangements. While many companies initially embraced remote work, a growing number are now implementing return-to-office (RTO) mandates, often sparking conflict and raising potential legal challenges. This shift isn’t simply about productivity; it’s a complex issue with implications for employee morale, legal compliance, and company reputation.

The Legal Landscape of RTO Mandates

Implementing RTO policies isn’t a straightforward process. Employers must navigate a complex web of labor laws and potential discrimination claims. A key concern is whether RTO policies disproportionately impact protected groups,such as individuals with disabilities or caregiving responsibilities.

Recent cases highlight the risks. In October 2023,a former Tesla engineer,Yao Yue,filed a complaint alleging she was illegally fired after publicly criticizing Elon Musk’s RTO policy on social media. Yue reportedly tweeted, “don’t resign, let him fire you,” and posted in a company Slack channel, “don’t be fired. Seriously.” She was terminated five days later,purportedly for violating an unspecified company policy. This case underscores the potential for retaliation claims when employees voice concerns about RTO mandates.

The National Labor relations Board (NLRB) is increasingly scrutinizing RTO policies,notably those that may infringe on employees’ rights to engage in concerted activity – meaning discussing working conditions with colleagues. As of early 2024,the NLRB has been actively investigating complaints related to RTO policies,signaling a heightened level of enforcement in this area.

From Remote Work Champion to Hybrid Approach: The Zoom Example

Perhaps no company embodies the complexities of the RTO debate quite like Zoom. Initially synonymous with remote work, Zoom experienced explosive growth during the pandemic as its video conferencing platform became essential for businesses worldwide. In 2022, the company reported that less than 2% of its workforce worked in the office full-time.

Though, in August 2023, Zoom reversed course, announcing a requirement for employees living within 50 miles of a Zoom office to work in the office at least two days per week. The company cited the need for “structure” and “in-person connection” as justifications for the change. This decision, while framed as a benefit to collaboration, sparked internal debate and highlighted the challenges of transitioning from a fully remote culture.

Beyond Zoom: A Growing Trend and Employee Resistance

Zoom is not alone. Numerous companies across various sectors – including Apple,Google,and Amazon – have implemented or are considering RTO mandates. A recent survey by Gallup indicates that approximately 60% of U.S. workers with hybrid or fully remote jobs would likely look for a new job if their employer required them to return to the office full-time. This demonstrates a meaningful level of employee resistance and the potential for increased turnover.

The reasons for this resistance are multifaceted. Employees cite benefits such as improved work-life balance, reduced commuting time and costs, and increased productivity as key advantages of remote work. For many, the flexibility of remote work has become a non-negotiable aspect of their employment.

Mitigating Legal Risks and Fostering Positive employee Relations

Companies considering RTO policies should prioritize proactive measures to minimize legal risks and maintain positive employee relations. These include:

Clear and Consistent Communication: Transparently communicate the rationale behind the RTO policy and address employee concerns.
Reasonable Accommodations: Provide reasonable accommodations for employees with disabilities or other protected characteristics.
Flexibility Where Possible: Explore hybrid options and consider individual employee circumstances.
Legal Review: Consult with legal counsel to ensure the RTO policy complies with all applicable laws and regulations.
Focus on Outcomes: Shift the focus from where work is done to how* work is accomplished, emphasizing performance and results.

Successfully navigating the RTO landscape requires a delicate balance between business needs and employee expectations. Ignoring the legal risks and employee concerns can lead to costly litigation, decreased morale, and ultimately, a less productive workforce.