Incentivising the return-to-office: what employers are getting wrong

For employers pushing for a mandatory return-to-office (RTO), employee backlash looms as a key concern for 66% of them. Though this figure from our Employment Trends – 2025 Spring Update survey may seem high, the reality is that perhaps it should be higher, since our findings also uncover that almost half (48%) of employees would consider leaving their current role if ordered back into the workplace full-time. Only just over a quarter (28%) say they wouldn’t think about leaving, while a further 24% are unsure if they would or not.

These statistics point towards a disgruntled workforce and a potential staff retention disaster, so it’s imperative that employers mitigate this by helping employees feel more positive about returning to the office. One way of doing this is through incentives, something which 61% of employers are failing to do – and therefore are at risk of experiencing a more severe backlash. But for the 39% who are offering their workers some kind of incentive, they’re largely not matching up to what professionals are saying would motivate them to return to the office on a more regular basis.

Financial motivators are key

The simple fact of the matter is that office days are costly for employees. Commuting, buying lunch and the added expense of childcare can pile up fast. In fact, the overwhelming majority (96%) of professionals say that the cost of commuting would impact their finances if they were to return to the office full-time, according to our survey, with almost half (48%) saying the impact would be significant – and that’s not even taking into account the other expenses that office days can entail.

With the ever-increasing cost of living tightening the purse strings of much of the nation, hybrid working has become a more financially viable option for the masses. It's not just a matter of saying, ‘people used to be able to afford coming into the office five days a week pre-pandemic, so they should be able to now.’ The economic landscape has shifted, and what was once affordable would now be a significant financial strain for many.

Hybrid working offers a practical solution to these modern monetary challenges, so removing this flexibility from the equation could arguably mean that the onus is on employers to lessen the added financial burden. Our Employment Trends – 2025 Spring Update survey finds that receiving a pay rise would motivate more than two-thirds (69%) of employees to return to the office, while paid or subsidised travel would motivate more than half (53%). Employers should strongly consider offering at least one of these incentives, or risk a significant proportion of their workforce feeling bitter or seeking opportunities elsewhere – ones that offer a higher salary or more flexible working options. Currently, however, employers are leaving themselves vulnerable to this, with only 11% offering pay rises and 8% offering paid or subsidised travel.

Bridging the gap: what employees want vs. what employers offer

When considering what employees want in comparison to what employers are offering to encourage a return to the office, there's a noticeable gap. Besides the 61% who are failing to offer anything at all, the most common incentives are perks such as an onsite cafe, free snacks or a drinks fridge, which are being offered by 19% of employers who are mandating a return-to-office, closely followed by 17% offering social events. Though these perks would certainly be appreciated by some professionals, it’s likely that they’re generally considered to be nice touches rather than their primary motivator to return to the office, as they don’t address the core needs of many employees. This disconnect suggests that employers might not fully understand what drives their employees' decisions. To bridge this gap, employers need to focus on incentives that genuinely improve the daily lives of their staff.

It’s important to remember, however, that what one worker may think of as a nice-to-have, for another it could be a game-changer. Onsite or subsidised childcare, for example, was identified as a motivator for 11% of male respondents. However, for female respondents – who statistically bear more caregiving responsibilities – this rises to 15%. Then, if we look at respondents across all genders aged 30-39, a common age for parents of young or school-aged children, this percentage spikes to 28%. Creating a work environment that acknowledges and provides the necessary support for the diverse needs of employees will likely be more effective in encouraging a return to the office and make your employees feel more valued as individuals.

Preparing for employee resistance

It’s clear that many employers are missing the mark by not offering meaningful incentives when mandating an RTO policy. The additional financial burdens of full-time office work can’t be ignored – if they are, employers are at risk of contending with a dissatisfied and disloyal workforce. With a significant proportion of organisations still offering hybrid or remote working, those who don’t are immediately putting themselves at a disadvantage against their competitors who provide flexible working options that appeal more widely to the masses.

After-thought encouragements just won’t cut it, so it’s important to consider the diverse needs of your employees and provide incentives that have the potential to genuinely improve their daily lives and lessen their financial woes. And finally, be prepared for the fact that no matter how impressive the incentives are that you offer, there’s still a good chance that some staff members will be unwilling or unable to turn their back on hybrid working and will therefore be looking to resign. The question remains if the risk of RTO is worth the reward, but if your organisation has decided to implement such a policy then taking measures such as offering pay rises and other truly valuable incentives can go some way to reduce the risks.

For more insights into the latest world of work trends, including hybrid working and RTO, download our Employment Trends – 2025 Spring Update survey.