Return to office mandates are expanding across industries, but many employers underestimate the operational impact on leave and accommodation management. At ConnectBridge, we’re seeing that RTO decisions quickly intersect with FMLA, ADA accommodations, intermittent leave, and other workplace policies.
When expectations around presence change, employers should prepare to address new accommodation requests, documentation needs, and compliance considerations that follow. Treating RTO as a policy update rather than an operational change can lead to inconsistent responses from managers and confusion about accommodations and leave eligibility.
As more companies move toward fully in-person workweeks, we recommend that HR teams ensure their processes are prepared to handle accommodation requests consistently, align attendance policies with leave protections, maintain clear documentation, and equip managers to recognize when workplace flexibility intersects with protected leave.
The HR Brew recently highlighted how HR leaders continue to navigate these complexities as more organizations push for full-time in-office work.
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