Ways to encourage employees back into the office

Employers are increasingly looking at ways to encourage employees to return to working from the office. There are multiple drivers for requiring employees to return such as need to increase collaborative working, spontaneous problem solving, increasing productivity, access to practical training and reducing social isolation.

Despite these benefits, research continues to show that employees like the flexibility of the hybrid model and working at home meaning there is a reluctance to return to the office full time.

So how can employers steer their workforces into a permanent return to the office?

Firstly employers must define why they need to implement the change. Then they need to plan how they will communicate the benefits to the workforce. The key employee question that needs answering before starting communication on any change is “what’s in it for me?” Employers must prepare an answer to these from the outset of the process.

The approach needs to be one of consultation with impacted employees. The initial conversations with employees need to be around:

“We are proposing to review how and where the team work because…”

“What are your views on returning to the office?”

“Is there anything that might prevent you from returning to the office and how might we overcome these?”

Seek to mutually agree changes with employees rather than imposing the change upon them.

Depending on the number of employees involved you may need to undertake collective consultation on the return to the office. If you are unsure about this please contact your SSG HR advisor.

Seek to find a mutually agreed compromise arrangement.

Employers should state their case for needing employees to return to the office. Emphasise the positive outcomes for the employee of returning to the office. These can include increased opportunities for career progression, increased visibility, increased involvement in projects, more timely communications, more time with colleagues and reduced social isolation.

Consider social events and wellbeing events at lunchtimes or immediately after working hours to encourage employees back to the office.

During consultation employers need to gain an understanding of each employee’s personal circumstances. Employees may have organised personal commitments and care responsibilities around home working. Consultation enables both parties to talk through solutions and such as additional flexibility for those with existing commitments.

Employers will need to document their decision-making as if they do not agree to provide flexibility to those who claim to need it. There is a risk that by disregarding an employee’s personal responsibilities they may be discriminating against the individual. Knowing the details of individual circumstances will help you make informed and fair decisions.

Employers should consider that if they don’t agree to the flexibility requested by an employee during consultation they are likely to increase the chances of a formal request for flexible working from the individual. This will trigger a formal process that must be followed. Flexible working requests can only be declined if one of eight statutory reasons apply. The eight reasons can be found here: