The 2025 workplace flexibility debate reached new intensity when President Trump’s federal return-to-office mandate on his first day back in office sent shockwaves through both public and private sectors. HR experts took notice. “These are life issues, not work policies,” Josh Bersin observed, capturing the personal stakes behind what has become corporate America’s most contentious question.
Yet, even as some predicted the end of remote work, organizations worldwide drew very different conclusions from their own experiences. Remote-first companies doubled down on trust and culture-building strategies, while hybrid advocates pointed to resilience and growth benefits. Meanwhile, Wharton’s Peter Cappelli, in his coverage for HR Executive, noted surprising advocates and opponents emerging in the debate, suggesting the conversation was evolving rather than ending.
Return-to-office makes headlines
Instagram’s RTO mandate built with softer approach around people: The CEO of Instagram announced a full-time return-to-office in 2026, taking a slightly more people-centric approach than other organizations have recently deployed.
Amid RTO push, orgs like Cisco are instead focusing on ‘workplace experience’: As employee engagement falters and wellbeing declines, Cisco and other organizations are rethinking workplace strategy—moving from mandates to magnetic spaces.
RTO or resignation? Why Paramount, JPMorgan Chase and others are taking a hard line on in-office work: Paramount Skydance recently shelled out $185 million to employees who voluntarily left after the company’s RTO mandate. Will 2026 bring more organizations pushing workers to the door, instead of back to the office?
Amid the RTO debate, is there value in providing food at work?: The HR leader of ezCater says employer-provided meals at the office are an increasingly innovative employee benefit—and explains how his firm is leaning into its own benefits strategy to deepen culture.
What Trump’s ‘shock’ federal return-to-office order could mean for employers: “These are life issues, not work policies,” says Josh Bersin. That’s one of many reasons the mandate, issued on President Trump’s first day back in office, could have lasting impacts on both the government and private sectors.
What the strange bedfellows in the return-to-office debate say about the future of work: The return-to-office conversation isn’t abating, but it is evolving, writes Peter Cappelli, who notes surprising advocates and opponents.
RTO is driving up requests for remote work accommodations—and HR stress: New research from Littler finds that as organizations increase in-person requirements, they’re seeing a rise in requests for accommodations to stay remote.
Hybrid work for the win?
Rethinking resilience: Hybrid work becomes a cornerstone for organizations globally: Mark Dixon of the International Workplace Group says CEOs are embracing hybrid work to drive growth, cut costs and build resilience amid ongoing economic volatility.
Why it’s important to understand the problems with hybrid work: Wharton’s Peter Cappelli explores ongoing challenges surrounding hybrid and remote work and why some resist acknowledging the issues.
Why Cisco’s chief people officer says ‘one size doesn’t fit all’ for hybrid work policies: Cisco’s chief people officer reveals key elements that high-performing employees want from hybrid work in 2025 and beyond.
Hybrid work and employee health. Fewer sick days, less stress: While some employers are still making headlines for their strict full-time return-to-office mandates, hybrid work is not likely to fade away any time soon, according to a report from CNBC.
Does working remotely work best?
Remote-first organizations. Why leading with trust pays off: For high-performance remote-first organizations, trust will be the last thing they pull back on in an argument for productivity.
5 winning global TA tips from a remote-first chief people officer: “To me, fast-adapting [TA] means staying ahead of both macro labor market shifts and micro-level changes in candidate expectations, while being agile enough to adjust strategies in real time,” says Barbara Mathews, chief people officer at Remote.
Why this remote-first company still prioritizes ‘intentional connection’: Banking and financial services company Pathward is working to bring culture to life in a remote environment, says Chief People and Culture Officer Anjana Berde.
What 2 remote-first orgs say it takes to buck the return-to-office trend: As some consider whether flexible work is ending, HR leaders at Workleap and ezCater hinge their approach on culture and leadership agility.
