Helping a client manage an employee’s refusal to return to the office

A client approached us when an employee resisted returning to the office after a long-term work-from-home arrangement. They wanted a structured approach that balanced the company’s operational needs with the employee’s concerns. I stepped in to guide the process and ensure a fair, compliant, and practical outcome.

The Concern

The client was unsure how to handle the refusal without risking conflict, legal challenges, or disruption to team operations. They needed a clear, step-by-step approach to manage the situation professionally, while maintaining positive employee relations.

My Support

I worked with the client to develop a structured process, combining preparation, individual assessments, and ongoing management. Here’s how we addressed the situation:

Step 1: Review Company Policies and Agreements

We examined the company’s remote work policy, ensuring it clearly outlined expectations for returning to the office. We also verified compliance with employment law and any prior agreements, including provisions for reasonable accommodations where required.

Step 2: Communicate Expectations Clearly

The client provided advance notice of the return-to-office

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