Alleviating employee backlash amid return-to-office rollouts

Much of Ireland’s workforce has become accustomed to the perks of hybrid working, enjoying fewer costly and time-consuming commutes, a better work-life balance, and the flexibility to work wherever they feel most comfortable and productive. It's no wonder then that over half (53%) of employees would consider leaving their current role if ordered back into the office full-time, according to our Ireland Employment Trends – 2025 Spring Update survey. With 19% of employers having required more frequent office attendance over the past six months, and another 8% planning to mandate a return-to-office (RTO) within the next six months, managing employee backlash should be a key concern.

Helping employees understand the ‘why?’

If employees are trudging back to the office five days a week, and with little understanding as to why their employer has taken away the option to work from home, it’s likely to cause resentment. To avoid this, employers should clearly explain their reasons for this change. Whether it’s to boost productivity, improve company culture or address other concerns, it’s crucial that employees understand the factors at play.

However, simply knowing the broad reasons may not be enough. Many professionals will expect specific details regarding a proposed RTO plan’s positive impact. Has it become apparent that productivity levels dip on home working days across the organisation? Or has hybrid working been shown to hurt the company culture? How is an RTO policy expected to improve these issues? An informed workforce that understands the reasoning behind RTO requirements is likely to be far more supportive than one that feels kept in the dark and believes they’re attending the office just because their employer said so.

Recognising and mitigating key concerns

When rolling out strict RTO policies, employers need to be ready for widespread pushback. To effectively prepare for this, it’s vital to understand the issues that will likely be brought to the table. For employees hesitant to give up hybrid or remote working, our survey found that the most common factor influencing their decision is the time savings that working from home brings, cited by 70% of professionals, closely followed by the cost of commuting, which is a worry for 67%.

By understanding the concerns of your workforce, you can pre-empt these conversations and ideally have measures in place for mitigating any negative implications for your employees. To give staff some of their spare time back, for example, you may consider increasing their annual leave allowance, or let them finish early one day per week. And to relieve concerns regarding expensive commutes, you could offer paid or subsidised travel, something which almost half (46%) said would motivate them to return to the office. Better yet, receiving a pay rise would encourage 61% back into the office.

Taking these clear steps to reduce key monetary and time worries can make your employees feel more supported and less inclined to push back, or even consider new horizons.

Easing workers back into office life

Depending on your organisation’s current working arrangement, an abrupt shift to full-time office work can feel like an extreme adjustment. Going from working in the office one to three days per week to suddenly being in every day may be stressful and draining for some employees. A more sensible approach would be to implement a phased return-to-office, gradually increasing the days required in the office to allow employees to acclimatise to their new way of working.

Explaining the reasons for the changes, offering incentives to relieve concerns and implementing a phased approach can go a long way in mitigating potential backlash and reducing feelings of apprehension. That said, it’s imperative that employers considering a return-to-office mandate are aware that it’s unlikely to be well received by all employees, no matter how many measures are taken.

Want more insights into the latest trends shaping the world of world, as well as expert guidance to help you stay ahead in a competitive market? Read our Ireland Employment Trends – 2025 Spring Update.