- Evaluate and update employee benefits to account for changes in dependent care needs, flexible spending accounts, and paid leave usage.
Communicate changes to benefits and provide guidance on re-enrollment or modifications.
Develop or refine an agency-wide telecommuting policy that clearly defines eligibility, work-from-home schedules, and performance expectations.
The Executive Order
The EO directs the Executive branch and agency heads to end remote work arrangements and require employees to return to in-person, full-time work at their duty stations, with exemptions allowed at their discretion.
Workplace Impact
Communities and businesses with a large presence of federal workers will be commuting back to the worksite. This may result in federal workers deciding to leave the federal workforce. Additionally, the federal government is the nation’s largest employer and, as such, may serve as a model for the private sector to continue the RTO momentum.
Action Items for Employers
Consider implementing a phased approach to ease the transition, such as gradually increasing in-office days before requiring a full five-day workweek.
Monitor and adjust the timeline based on employee feedback and operational needs.
Develop training programs to reacquaint employees with the workplace, particularly for those new to the site or those who have been remote for extended periods.
- Create tailored communication strategies for different audiences, such as managers and individual employees, to ensure clarity and alignment.
Provide managers with tools and guidance to support and guide their teams through the RTO process.
Encourage open feedback channels to address questions and concerns during the transition.
Need guidance with the new Administration changes?
Ask a SHRM Knowledge Advisor
100 Days In: Policy Changes, Workforce Impact and How HR Can Respond
Join SHRM for an exclusive webcast featuring a bipartisan panel of policymakers who will share their perspectives on key policy developments affecting HR and business leaders.
News & Updates
Over 7 in 10 U.S. workers in fully remote (79%) or hybrid (73%) work arrangements said their current work arrangement was one of the primary reasons they work for their current employer, according to recent SHRM research.
Learn how some employers are sweetening the pot when it comes to return-to-office plans with perks such as free food, commuter benefits, and child care support.
Workers whose employers enacted a return-to-office mandate were significantly more likely to report encountering uncivil acts in their workplace.
Resources and Peer Collaboration
SHRM Connect - A 24/7 platform where you can collaborate with HR peers, share insights, and find practical solutions. Stay tuned for live webinars to be announced shortly.