The Return to Office Trade-Off: How Incentives Are Enabling RTO Policies Around the World

Introduction: The Shifting RTO Landscape

As return-to-office (RTO) mandates meet varying levels of employee resistance, companies around the world are shifting strategy. Instead of enforcing strict attendance rules, many now offer incentives—from wellness perks to subsidised transport—to encourage in-office days.

There is no one-size-fits-all approach. Sector, geography, and company size all shape how RTO is implemented. This guide explores global trends, employee preferences, and how incentives are reshaping the modern office experience.

Global RTO Trends: Regional Differences

RTO policies vary widely by region, reflecting cultural norms and industry demands:

• United States: Most companies require 3–5 in-office days a week, with large organisations leading on stricter mandates while tech firms offer more flexibility. About half of U.S. companies ask employees to work four or five days on-site, and nearly 70% plan to maintain or expand office days in 2025. Compliance rates vary significantly by region—around 50% attendance on the East Coast and about 30% on the West Coast. 
• UK & Europe: Hybrid work dominates with 2–3 in-office days per week, reflecting strong demand for flexibility, especially in the UK, France, and the Netherlands. London’s office environment is rapidly adapting with flexible office layouts, wellbeing-focused fit-outs and innovative incentives to encourage attendance and retention. 
• Asia-Pacific: More traditional work cultures prevail with 80-90%  to 85-90% in-person attendance rates required, though hybrid models are emerging in countries such as Japan, Singapore, and China.

Sectoral differences also play a role: professional services tend to be more office-centric, whereas tech and creative sectors maintain greater flexibility, as noted in Unleash UK. 

When RTO Has Backfired

In the US while many organisations are successfully implementing RTO policies, strict mandates without accompanying incentives have sometimes triggered backlash:

• Amazon faced significant backlash, including internal petitions and employee walkouts, after introducing a three-day RTO requirement. Over 30,000 workers voiced opposition.
• Apple delayed its RTO plan after employees raised concerns around mental health, commuting burdens, and disrupted workflows.
• At The Washington Post, a late-2023 policy requiring three in-office days per week met strong internal opposition, with staff citing a loss of autonomy and imbalance after two years of successful remote work.

Hubble HQ estimates 41% of employees would consider job hunting if forced back full-time, and 14% say they’d resign outright. The lesson: mandates without clear benefits can backfire.

The Balance: Popular Incentives to Encourage RTO

To soften the RTO shift, employers are turning to incentives that make office attendance more attractive. These can include free in-office meals discounts to cafes and shops local to the office. Companies like Google are leading the way quite firmly by reinforcing a structured hybrid work model that requires employees living within 50 miles of an office to work on-site at least three days a week, emphasising the importance of in-person collaboration for innovation and problem-solving . To make office attendance more appealing, Google supports this approach with incentives such as a one-time relocation allowance for employees moving closer to office locations, and it tracks attendance via digital badge scans, incorporating office presence into performance reviews as reported by Quartz, while startups such as Sendbird host themed lunches like Banh Mi Fridays. Subsidised transport is another popular perk, with PwC Australia providing commuter support and Monzo offering cycle-to-work schemes.

Wellness programmes have become a key focus; on-site yoga and fitness classes, complemented by SMEs like Crafted London, which provide discounted gym memberships and mental health sessions can be key. For parents, on-site childcare partnerships (e.g., Unilever UK ) and subsidies (e.g., Innocent Drinks) support work-life balance.

Other strategies include anchor days, where companies such as Microsoft synchronize in-office days around collaborative activities as detailed in their Future of Work Report, 2025, and flexible schedules, with startups like Bulb clustering workdays for better balance and social benefit.

What Employees Actually Want

Research consistently shows that employees value perks which reduce friction—such as saving time and money, supporting well-being, and enabling career growth. Preferences also vary by demographic groups:

• On saving time and flexible hours:

“Employees consistently emphasise the desire for flexibility in the start and finish times, with many ranking flexible working hours as the single most important factor affecting their willingness to return to the office.”
— McKinsey & Company

• On commute and travel cost relief:

“Commuting considerations remain a major barrier to office attendance; employees are significantly more likely to be satisfied with RTO policies when travel subsidies, cycle-to-work schemes, or hybrid options reduce commute time and costs.”
— Archie RTO Employee Survey, 2025

• On well-being and social interaction:

“Wellness benefits, including mental health support and opportunities for social connection, play a crucial role in driving positive employee sentiment and engagement towards office attendance.” — Gallup Workplace Well-being Report

• On career development and networking:

“Younger professionals especially value the mentoring, networking, and career development opportunities uniquely enabled by in-person work, making targeted social and learning events an important perk.” — Hubble Insights

• On demographic nuances:

“Parents and caregivers place a high priority on flexible hours and childcare support, while commuters benefit most from travel reimbursements or hybrid policies that reduce physical presence demands.” — Forbes,2024

Ultimately, the best perks are those that remove friction and enhance the perceived value of being present.

Matching Incentives to Company Size

For small businesses, best incentives often include flexible scheduling, social or team-building days, and culture-driven initiatives like founder talks. These foster autonomy and community among younger teams. 

Medium-sized enterprises benefit most from transport support, social events, and on-site daycare, striking a balance between budget and employee engagement.

Large enterprises often provide wellness programmes, subsidised childcare, career development initiatives, and on-site perks, leveraging bigger budgets to offer comprehensive, high-impact support such as recharge days and mental health benefits.

More workplace design solutions tailored to company sizes can be found at the Leanspace Fit-Out Guide.

Global RTO Success Stories: Incentives That Worked

• PwC Australia’s “experience days” increased team cohesion by 25% and reduced absenteeism by 17%.
• Unilever UK’s three-day office week, combined with career coaching, boosted employee engagement by 12%.
• Canary Wharf Group’s discounted local rent increased weekday office foot traffic by 20%, benefiting nearby businesses—see the ripple effect in the Waterstones RTO Case Study.
• Atlassian’s urban hub model improved employee engagement and productivity by 10–15%.

Office as a Product: A New Mindset for RTO

The future of RTO focuses on attracting employees with meaningful, friction-reducing benefits and flexible workspace design rather than enforcing rigid mandates. Companies that treat the office as a product to be marketed to staff retain talent and enhance engagement.

Explore How Leanspace Can Help

While incentives support a smooth RTO, adapting your workspace to meet employee needs is equally important. Leanspace can help fast-track your RTO success with tailored, employee-centric fit-outs—from wellness rooms to collaborative hubs. Discover how we can unlock value in your workplace today.