The landscape of work has changed dramatically since the onset of the COVID-19 pandemic. As businesses begin to ask employees to return to the office full-time, many are overlooking a powerful shift in employee priorities—one that could cost them in terms of employee retention, engagement, and the ability to attract top talent. Companies that mandate a full return to the office may be at risk of increasing employee attrition and disengagement. As workers have become more accustomed to the flexibility of remote or hybrid work, those who are forced to return to the office are increasingly finding that the traditional 9-to-5 office culture is no longer compatible with their evolving definition of success.

In this new era of work, society is gravitating toward Life/Work Balance rather than the traditional Work/Life Balance, placing greater emphasis on how work fits into their broader life priorities. For many employees, the ability to work remotely or follow a hybrid model isn’t just a convenience—it’s a fundamental aspect of their overall happiness and well-being. As businesses continue to struggle with employee retention and the growing war for talent, it’s worth considering how a return-to-office mandate might negatively affect their workforce.

The Productivity Case for Remote and Hybrid Work

One of the strongest arguments for hybrid or remote work is its potential to boost productivity. In fact, studies and real-world examples increasingly show that remote work is not only possible—it’s often more effective than traditional office-based work.

For example, a study by Stanford University found that employees working remotely were 13% more productive than their office-based counterparts. This increase in productivity was attributed to fewer distractions, less time spent in meetings, and the ability to work in a more personalised environment. Additionally, remote workers reported higher job satisfaction and were less likely to quit their jobs. Similarly, research by Harvard Business Review found that workers in hybrid work environments exhibited a stronger sense of ownership and commitment to their tasks, largely because they had more control over their work schedules and environments.

Another example comes from Shopify, an e-commerce platform that embraced a permanent remote-first model. After shifting to remote work, Shopify reported that their employees were able to work more efficiently without the distraction of office life, and the company saw a significant increase in employee satisfaction. With remote work, employees no longer had to balance the rigours of a commute with their work duties, resulting in better work performance and overall happiness.

The True Cost of Commuting: A Hidden Drain on Employees

One of the most overlooked consequences of mandating a return to the office is the time and money employees must invest in commuting. The average Australian worker spends about 60 minutes commuting each way to and from the office. That’s 10 hours a week, or a full business day of lost time. Over the course of a month, commuting five days a week adds up to approximately 40 hours—one full week of work! For many, this means precious hours lost that could otherwise be spent on personal interests, family, health, or rest.

From a financial standpoint, commuting also represents a significant hidden cost. The average cost of commuting in Australia is estimated to be around $25 per day, factoring in fuel, public transport fares, parking, and other related expenses. For an employee commuting five days a week, this amounts to about $100 per week, or $400 per month (That’s a small car payment). Over the course of a year, this can total $4,800, a considerable expense, especially when the cost of living is rising.

In addition to the direct financial impact, commuting can lead to opportunity costs—the time spent in transit could be better spent on activities that contribute to employees’ well-being. For parents, for example, commuting can prevent them from attending their children’s sporting events, recitals, or other important milestones. This can lead to feelings of frustration, burnout, and resentment, which could negatively impact both personal happiness and professional performance.

Life/Work Balance: The New Priority

Since the pandemic, employees have shifted their focus from the traditional Work/Life Balance model, where work takes precedence, to a more holistic Life/Work Balance approach. This shift reflects a desire to create a life that is not solely defined by work. Employees are no longer willing to sacrifice time with their families, their health, or their passions just to meet the demands of a rigid office schedule. In fact, this redefinition of balance is one of the primary drivers of the “Great Resignation” and the continued wave of remote and hybrid work adoption.

Employees are increasingly prioritising flexibility, autonomy, and the ability to integrate their personal and professional lives. According to a Gallup poll, 54% of employees say they would consider a job change if it meant being able to work remotely or in a hybrid capacity. As a result, businesses that enforce a strict return-to-office policy may inadvertently alienate their most valuable workers, who view flexibility as a key factor in their job satisfaction. Employers who understand the shift towards Life/Work Balance are better positioned to meet the expectations of today’s workforce and keep their top talent engaged and loyal.

The Role of Technology in Supporting Hybrid Work

Technology is the bridge that enables effective hybrid work environments. With the right tools, employers can ensure that employees remain productive, engaged, and connected, regardless of where they work. From video conferencing platforms like Zoom and Microsoft Teams to advanced productivity visualisation tools such as ProHance and Aspect WFM organisations can enable managers to measure performance and track the progress of tasks in real time. These tools provide insights into how employees are spending their time in front and back office environments, ensuring that productivity remains high even when teams are not physically in the office.

Moreover, hybrid work platforms are equipped with features that allow employees to engage with one another, even if they’re not sharing physical space. Virtual team-building activities, wellness programs, and instant messaging channels help employees feel connected and valued, reducing the risk of isolation and disengagement. Well-being platforms like Headspace or Calm can also help businesses support employee mental health, promoting mindfulness and reducing stress in a flexible work environment.

By embracing hybrid work models and investing in the right technology, companies can maintain high levels of productivity and employee satisfaction, while also accommodating employees’ needs for Life/Work Balance.

Conclusion: The Risk of Forcing a Return to the Office

Mandating a return to the office in a post-pandemic world is not only an outdated approach but also one that could backfire. As businesses focus on traditional office-based work models, they risk alienating employees who value flexibility, autonomy, and Life/Work Balance. The true costs of commuting, coupled with the emotional and financial burden it places on employees, cannot be overlooked. By rethinking the return-to-office mandate and embracing hybrid or remote work options, companies have the opportunity to attract top talent, improve employee engagement, and drive productivity in a way that aligns with the evolving needs of today’s workforce.

In the end, those businesses that fail to adapt to the new work reality—one where Life/Work Balance is paramount—may find themselves struggling with higher turnover, disengaged employees, and difficulty filling critical roles. The choice is clear: embrace flexibility, invest in technology, and support employees in ways that reflect their changing needs, or risk being left behind in an increasingly competitive job market.

Written by Jeremy Marriott, Head of Growth and Innovation, Call Design