Reporting by Benefits Canada, citing workplace mental health expert Latifa Soobedar of Serefin Health, points to growing evidence that return-to-office policies are more likely to succeed when they are tied to clear business objectives rather than individual leadership preferences. The reporting follows new research from the Wharton School at the University of Pennsylvania examining how leadership traits may influence attitudes toward remote work.
The findings come as organizations move beyond broad workplace mandates adopted in the years following the pandemic and toward more intentional workplace strategies. While many employers continue to recognize the value of in-person collaboration, there is increasing emphasis on determining when employees benefit most from being together and when flexibility can better support productivity, engagement and business performance.
For many organizations, the conversation has shifted from deciding whether employees should be in the office to determining why office attendance matters in the first place. That change reflects a broader effort to ensure workplace policies align with organizational goals while meeting the needs of a diverse workforce.
Return-to-office policies are evolving alongside workplace expectations
Hybrid work has become a permanent feature of many Canadian workplaces, prompting employers to rethink how office space, collaboration and employee experience fit into broader business strategies. Rather than applying the same expectations across every department, organizations are increasingly recognizing that different teams and roles may require different ways of working.
Research cited suggests leadership style may also shape workplace decisions. The Wharton study found executives with stronger narcissistic personality traits were generally more resistant to remote work, with researchers identifying motivations related to power and status as contributing factors. Soobedar cautioned that the findings describe broad behavioural patterns and should not be used to characterize individual leaders.
Beyond the research itself, the findings reinforce the importance of ensuring workplace policies are based on organizational needs rather than assumptions about where work happens best. Employers introducing return-to-office requirements are increasingly expected to communicate the purpose behind those decisions, whether the goal is to strengthen collaboration, improve knowledge sharing, support onboarding or reinforce organizational culture.
Workplace experts have also noted that employee engagement depends on more than physical presence. Trust, communication, leadership and psychological safety all influence how employees experience workplace changes. Introducing new attendance requirements without explaining the business rationale or seeking employee feedback may create uncertainty, particularly if employees perceive policies as inconsistent or difficult to understand.
The reporting also highlights that workplace flexibility has become an important consideration for workforce inclusion. Employees with caregiving responsibilities, disabilities, chronic health conditions or neurodivergent conditions may experience workplace requirements differently depending on their individual circumstances. As organizations continue evaluating workplace models, many are looking for ways to balance operational consistency with flexibility that enables employees to perform at their best.
At the same time, remote work is not without challenges. Organizations continue to explore how to maintain team cohesion, mentorship opportunities and professional development when employees spend less time together in person. Managers may also need different approaches to recognizing employee workload, supporting well-being and maintaining regular communication across distributed teams.
Rather than viewing remote and in-office work as competing models, many employers are evaluating how each can support different aspects of the employee experience and the organization’s broader objectives.
Clear communication and flexibility remain key to successful workplace strategies
As return-to-office policies continue to evolve, employers are placing greater emphasis on transparency and adaptability. Clearly communicating why employees are being asked to work from the office can help build understanding while giving organizations a framework for evaluating whether workplace policies are delivering the intended outcomes.
Many organizations are also taking a measured approach to implementation. Pilot programs, regular employee check-ins and anonymous pulse surveys can provide valuable insight into how workplace arrangements are affecting collaboration, productivity and employee engagement. Reviewing policies over time allows employers to respond to changing business needs instead of treating workplace strategies as fixed decisions.
This approach also reflects broader changes in employee expectations. Flexibility has become an established part of many workplaces, and employees increasingly expect organizations to demonstrate how workplace policies support both business priorities and employee success. Employers that regularly assess the effectiveness of their workplace strategies may be better positioned to adapt as workforce expectations continue to evolve.
Chris Pinkerton, managing director of Employment Hero Canada, said organizations are increasingly focused on creating workplace policies that reflect how work is performed rather than relying on a single model for every employee. “Canadian employers are having more practical conversations about workplace flexibility than they were even a few years ago,” said Pinkerton. “The focus is increasingly on identifying the moments when people benefit most from working together, while giving teams the flexibility to perform at their best. Policies built around clear business outcomes are more likely to earn employee confidence and support long-term organizational success.”
As organizations continue refining their workplace strategies, flexibility is becoming less about where employees work and more about how businesses create the conditions for collaboration, performance and engagement. While there is no universal approach to return-to-office policies, employers are increasingly recognizing that successful workplace strategies are those that reflect business objectives, communicate expectations clearly and remain responsive as organizational needs change.
