RTO Creep: Why More Companies Are Reinstating The 9-To-5 Workday

Forbes

21-03-2025

After years of embracing hybrid and remote work, companies are reversing course—reinstating traditional office structures in ways that proves they've 'won the war' that will permanently redefine the future of work.
The Rise and Fall of Remote Work Dominance
In the wake of the COVID-19 pandemic, companies scrambled to adapt to a world where remote work became the default. Employees had newfound leverage in a tight labor market, pushing for flexible work arrangements, while organizations touted early gains in productivity and cost savings from reduced office expenses.
Yet, despite this initial enthusiasm, a counter-trend has emerged: RTO (Return-to-Office) Creep—a slow but steady push by companies to bring workers back into the office full-time. What started as hybrid work experiments is increasingly morphing into rigid, pre-pandemic work structures.
Why is this happening? What does it mean for employees, businesses, and the economy? And how should leaders and workers prepare for the changing landscape of work?
Why Companies Embraced Remote Work (and Why That's Changing)
In the early days of remote work, businesses saw clear financial and operational benefits. Many organizations reduced their real estate footprints, slashing expenses on office leases, utilities, and perks like free lunches. Early studies suggested workers were equally or more productive outside the office, avoiding commutes and structuring their own time. At the same time, companies that embraced remote work had a competitive advantage in the labor market, able to recruit from a broader talent pool and retain employees who valued flexibility.
However, cracks in this model have begun to show. The same executives who once championed remote work are now citing new challenges that justify bringing employees back. Productivity, once assumed to be equal or better at home, has shown mixed results in more recent research. While individual tasks may be completed efficiently, studies indicate that in-person teams tend to be more collaborative, creative, and innovative—factors critical for long-term business success. A 2023 report from Visier found that while employees felt productive at home, managers often struggled to measure true output, leading to concerns about 'productivity theater' rather than meaningful work.
Beyond efficiency, there are concerns about distractions and burnout. Remote workers, while freed from long commutes, often juggle household responsibilities that fragment their focus. Many report working longer hours, blurring the boundaries between work and personal life. At the same time, companies worry about the erosion of workplace culture. Mentorship, professional development, and spontaneous idea-sharing are harder to replicate in virtual settings. McKinsey found that younger employees, in particular, struggled to build professional networks remotely, leading to long-term career stagnation.
Another unexpected force accelerating RTO creep is government influence. The Biden administration had allowed for flexible federal workforce policies, but recent policy directives from Republican lawmakers and the Trump administration indicate a renewed push for strict return-to-office mandates for federal employees. Such orders and policies are setting a tone for the private sector, as large corporations often follow government workforce trends.
These forces are converging to accelerate RTO creep--pushing businesses back toward the traditional 9-to-5 model. Below are five implications for the creep effect.
5 Implications of the RTO Trend
1. Workplace flexibility will be more limited. While hybrid work will persist, fully remote roles will become less common, with more companies shifting to structured in-office requirements. Employees who once had complete autonomy over their schedules may find themselves required to commute several days a week, whether or not their job function necessitates it.
2. Office real estate is expected to rebound, at least partially. Many companies downsized their office spaces over the past few years, but with more employees returning, businesses are reconsidering long-term leases and investments in workplace infrastructure. The commercial real estate market, particularly in major cities, may see stabilization after years of uncertainty.
3. Employee turnover may rise, at least temporarily. Workers who prioritize flexibility will resist strict RTO mandates and may look for employers that still offer remote options. However, as more businesses standardize their policies, the number of remote-friendly companies will shrink, leaving fewer options for workers who refuse to return. Over time, employees may have to accept that in-office work is becoming the norm again.
4. Talent pools are likely to become more localized. During the peak of remote work, companies could hire talent from anywhere, leading to more diverse teams and access to specialized skills. With a shift back to in-office work, hiring will once again be restricted to employees near physical office locations. This could have unintended consequences for diversity and inclusion efforts, as remote work had allowed many companies to expand beyond their traditional talent networks.
5. Leadership and management styles will need to evolve. Managers accustomed to overseeing remote teams must relearn how to lead in-person workplaces effectively. Simply mandating office attendance without a clear purpose could lead to resentment and disengagement. Companies will need to justify in-person work with meaningful collaboration, rather than rigid policies based on outdated notions of productivity.
Recommendations for Business Leaders & Workers
For Business Leaders:
The key to a successful RTO transition lies in balancing structure with flexibility. If returning to full in-office work, consider gradual transitions rather than abrupt mandates. Use data to determine the right mix—some roles may thrive in-office, while others remain effective remotely. Simply demanding attendance without purpose will backfire.
Another critical step is improving the in-office experience. Employees won't return just because they're told to. Businesses must make in-person work meaningful by fostering collaboration, mentorship, and engagement. A well-designed office environment, intentional team-building efforts, and access to leaders can help make the return feel like an opportunity rather than a burden.
Above all, RTO policies should align with business goals. If a company's greatest need is innovation, then collaboration-driven in-office policies make sense. However, if a role is primarily independent, forcing employees to commute unnecessarily could hurt morale and retention. Leaders should focus on outcomes, not hours, ensuring that in-office mandates drive tangible benefits rather than fulfilling outdated management preferences.
For Employees:
As workplace flexibility declines, workers should be proactive about adapting to the new environment. This means identifying in-person work skills—such as leadership, client relations, and cross-functional collaboration—that will make them more valuable in an office setting. Instead of resisting change, employees can use the return to the office as a chance to strengthen professional networks, find mentors, and position themselves for promotions.
For those unwilling to give up flexibility, researching remote-friendly employers is still an option, but the available pool is shrinking. Workers should prepare for the possibility that fully remote opportunities may become increasingly rare, requiring either career shifts or new strategies for negotiating hybrid work arrangements.
Action Steps
RTO creep signals a recalibration of the workplace after the extreme disruptions of the pandemic. While remote work isn't disappearing, the era of full-time remote freedom may be ending for many workers. The companies that succeed in this transition will be those that balance structure with flexibility, making in-office work valuable, not just mandatory.
For workers, adapting to these changes will be key—whether by embracing in-person opportunities or strategically seeking out remaining remote options. The next era of work is taking shape, and both businesses and employees will need to navigate it with intention.