As 2025 began, a noticeable shift emerged as employers increasingly required employees to return to the office. What had once been framed as temporary or optional during the remote-work boom had evolved into formal policy changes within many companies. That remote-work boom was largely driven by necessity, as the COVID-19 pandemic forced employers to rapidly adopt work-from-home arrangements to maintain operations, protect employee health, and comply with public safety restrictions. What began as an emergency response soon proved workable for many roles, leading to a dramatic and widespread expansion of remote work.

Employers will now commonly explain the return to the office as a necessary step to improve collaboration, productivity, and accountability. Many argue that in-person work allows for faster communication, stronger teamwork, and more effective supervision of employee performance. Others point to the benefits of hands-on training and mentorship, particularly for newer employees, as well as the desire to rebuild workplace culture and cohesion. Employers may also claim that operational consistency also plays a role in their decisions to bring employees back into the office, alleging it is easier to manage a single, uniform work model rather than multiple remote or hybrid arrangements. Regardless of the reason, at-will employment may leave some employee with no other choice but to return to the office.

The trend of employer making employee return-to-office is likely not temporary. As labor markets fluctuate and employers feel less pressure to offer remote options as a recruitment tool, in-person work requirements may become more common, especially in competitive or regulated industries. While fully remote roles will not disappear, they may be more limited and harder to obtain.

However, it is important for employees to understand that a return to the office does not mean the law no longer applies. Employers are still required to comply with all applicable employment laws, including those related to reasonable accommodations, disability protections, medical and family leave, anti-discrimination rules, and wage and hour requirements. Return-to-office policies do not erase legal obligations, and exceptions may still be required where the law demands them. Employees who previously qualified for accommodations or flexible arrangements should know that those rights do not automatically vanish with a change in workplace policy.

For some workers, returning to a shared physical workplace may also offer an unexpected advantage: increased visibility and transparency. While employers may claim to be motivated by a need to monitor work performance, the in-office environment allows employees to also monitor work performance. 

When everyone is in the same place at the same time, workplace dynamics become easier to observe. It is not unusual for an employee to believe that something is wrong in the workplace, that they are being treated differently. Yet, remote work may sometimes limit their ability to fully understand and observe office interactions. With a return to in office work, supervisors can no longer hide differential treatment behind computer screens or private virtual meetings that other employees never know are occurring. Employees are better positioned to see how managers interact with colleagues in similar roles, how opportunities are distributed, and whether expectations are applied consistently. Questions about how an employer treats others in the same position may be answered when conduct and decision-making happens in shared spaces rather than behind closed digital doors.

Ultimately, the return-to-office movement gaining traction in 2025 reflects a broader shift in how work, power, and accountability are structured. While the loss of flexibility is a legitimate concern for many employees, in-person work can also bring clarity. Greater visibility can mean fewer hidden practices, more awareness of workplace behavior, and a clearer understanding of where an employee truly stands. For some workers, being back in the room may provide insight, protection, and knowledge that remote work simply could not offer. If you believe your employer is engaging in unlawful discriminatory conduct toward you, our attorneys are available for consultation.