Return-to-Office Mandates Are Back: 5 Ways HR Can Enforce Them Without Losing Employee Trust

Canada’s leading financial institutions have made their stance clear: office presence is no longer optional.

• RBC will require most employees to work in the office four days a week starting this fall

• Scotiabank is rolling out its return-to-office plan in phases for Greater Toronto Area teams

• BMO has set a September 15 mandate, where space permits

Many other employers are taking note and moving in the same direction.

For HR professionals, drafting a policy is the easy part. Ensuring employees comply, without harming morale or creating conflict, is where the real work begins.

Here are five strategies HR can use to implement return-to-office policies effectively while maintaining employee trust.

1. Use the Tools You Already Have

Some organizations consider installing intrusive monitoring software to track employee attendance. While that might seem like an easy way to ensure compliance, it can quickly erode trust.

Instead, make use of existing systems such as:

• Badge swipe or access card data to monitor office entry

• Desk booking or occupancy apps to track space usage

• Shared calendars that show when employees plan to be on site

These tools already exist in many workplaces and can give managers a clear picture without employees feeling micromanaged.

2. Prepare Managers to Lead, Not Police

Managers are often expected to enforce workplace policies but are rarely given the tools to do so effectively. HR plays an important role in preparing managers to address questions, resolve resistance and maintain team alignment.

You can support managers by:

• Providing clear messaging and FAQs they can share with their teams

• Offering training on how to have constructive conversations about attendance expectations

• Encouraging managers to work with employees on team-level routines that align with the policy

When managers feel confident and capable, employees are more likely to comply.

3. Review and Clearly Communicate Your Policy

If your return-to-office policy is still unclear or out of date, now is the time to update it. Employees need specific and consistent guidance on what is expected of them.

A strong policy should include:

• The required number of in-office days per week and where flexibility applies

• Steps to request an exception or accommodation

• The process for addressing non-compliance and who employees can contact with questions

Once the policy is finalized, share it through multiple channels such as written announcements, team meetings, Q&A sessions and regular reminders. Relying on one email is not enough to ensure understanding.

4. Keep Your Workplace Culture in Mind

Applying policies consistently is important, but so is maintaining a positive workplace culture. If employees feel singled out or treated unfairly, morale can suffer.

To protect your culture:

• Recognize and thank teams or individuals who meet expectations

• Collect feedback to identify pain points and demonstrate that leadership is listening

• Clearly explain why in-office presence is important for collaboration, development and business success

When employees understand the reasons behind the policy, they are more likely to accept and support it.

5. Monitor the Results and Be Willing to Adjust

Even the best return-to-office plan should be reviewed as it is put into practice. HR should track how the policy is working and identify areas for improvement.

Monitor trends such as attendance patterns, turnover and employee engagement. If you notice consistent challenges in certain departments or locations, take the time to understand why and adjust the approach where appropriate.

Being responsive shows employees that leadership values their feedback and is committed to making the policy work for everyone.

Final Thoughts

The focus is no longer on whether employees should return to the office but on how to do it in a way that supports both the business and its people. HR plays a key role in making policies clear, fair and effective while maintaining trust and engagement.

If you would like help developing or refining your return-to-office strategy, preparing managers to lead through change or monitoring compliance, we can help. Contact us to learn how we support organizations in creating practical, scalable policies that align with business needs and put people first.