Navigating Return to Office With Mental Health in Mind

March 4, 2025

As more organizations implement return-to-office policies, leaders are navigating how to balance business priorities with employee well-being. While some employees welcome in-person collaboration, others find the shift challenging. With 73% of companies planning to require at least three days a week of in-office work, organizations are evaluating how to support employees through this transition. A thoughtful approach that prioritizes mental health can make the return-to-office transition smoother, more sustainable, and beneficial for everyone.

The impact of return to office

A well-planned return-to-office strategy can help organizations meet business goals while also supporting employees’ evolving needs. While in-person work fosters collaboration and culture, a successful transition requires thoughtful consideration of how it impacts productivity, engagement, and well-being.

Opportunities: enhancing collaboration and culture 

When thoughtfully implemented, return-to-office strategies can provide valuable benefits for both employees and organizations:

• In-person time strengthens relationships, even if employees only gather periodically
• Real-time decision-making can reduce bottlenecks caused by email and messaging delays
• Face-to-face discussions encourage spontaneous idea exchanges and problem-solving
• Junior employees and new hires benefit from observing more senior leaders and being present for mentorship opportunities
• Being in the office can reinforce company culture, engagement, and a shared sense of purpose

Challenges: addressing employee needs for a smooth transition 

Despite these advantages, organizations must be mindful of the challenges return-to-office mandates can create: 

• Top talent may seek other opportunities—46% of employees say they’d consider leaving their job if required to return to the office full-time
• Commuting adds time, cost, and stress, especially for employees who have adjusted to remote work
• Return to office can disrupt work-life routines, impacting childcare, caregiving, and personal well-being
• Office logistics, like parking shortages or limited quiet spaces, can create frustration
• Some employees work best remotely, and a sudden shift may hinder focus and efficiency
• A rigid or unclear return-to-office mandate can lead to mistrust in leadership or disengagement

How to prep for return to office

Supporting employees in their return to the office requires thoughtful planning and clear communication. A strategy that is clear, intentional, and adaptable can help businesses foster engagement, maintain productivity, and create a workplace where employees feel valued—whether they are in the office a few days a week or full-time. Here are a few tips on how to prep for return to office: 

#1 Set the right tone 

A return to office is a major transition, and employees will experience it in different ways. Acknowledge real challenges—like commuting, adjusting childcare, and settling back into new routines—without sugarcoating the difficulty. Approach concerns with curiosity and empathy, reinforcing shared goals rather than focusing on frustrations. 

To make in-office time feel worthwhile, create opportunities for mentorship, career growth, and meaningful connection. Consider pairing RTO with social events, catered meals, professional development opportunities, or team-building challenges. Express appreciation for employees’ hard work and recognize that change isn’t easy. Even small gestures can make a lasting impact on workplace culture.

#2 Communicate early and often

Uncertainty breeds anxiety. Keep employees informed with regular updates across multiple channels—emails, meetings, online messaging, and one-on-one conversations. Clearly outline the reasons for the return to office, logistics, timing, and expectations (i.e., in-office schedules, hybrid work policies, team structure adjustments). 

Encourage open dialogue through pulse surveys and check-ins to gauge how employees are feeling. The more transparent and responsive leadership is, the more employees will feel heard and supported.

#3 Remove practical barriers

For many employees, the biggest obstacles of RTO aren’t about the office itself but the logistics of getting there. Parents and caregivers may struggle with childcare adjustments, and long commutes can add stress. Ease these concerns around return to office by offering:

• Childcare assistance or dependent care benefits
• Commuter perks, such as transit stipends or parking assistance
• Adequate seating and office accommodations to ensure a comfortable work environment
• Quiet spaces for calls and focus work 

#4 Offer flexibility 

A rigid return-to-office approach can create unnecessary resistance. Instead, consider:

• Hybrid work options or a phased return to office that allow employees to gradually ease back into office life
• Adjusted schedules that accommodate personal needs
• Clear communication about long-term flexibility, so employees know what to expect

#5 Invest in employee mental health

Workplace transitions like return to office can heighten stress and burnout, making high-quality, easily accessible mental health support essential. In addition to support like stress management tools, therapy, and mental health coaching, use assessments like Lyra’s Organizational Health Evaluation to monitor workplace well-being and address concerns proactively. Managers should also be trained to recognize signs of distress and guide employees to appropriate resources.  

#6 Take care of yourself

RTO is an adjustment for everyone. As a leader, you’re likely managing your own stress while supporting your team. Before meetings or tough conversations, check in with yourself. If tensions are high, consider rescheduling or adjusting the discussion’s scope. 

Simple techniques like taking a walk, deep breathing, or shifting focus to a positive task can help you approach challenges with a clearer mind. Leading by example in prioritizing well-being will encourage employees to do the same.

A return-to-office experience that works for everyone

Returning to the office comes with a mix of emotions. By prioritizing flexibility, mental health, and clear communication, employers can create an environment where employees feel supported, engaged, and valued. A thoughtful approach that acknowledges challenges while providing meaningful support will help build a more resilient and motivated workforce—one that’s set up to thrive in the new workplace reality.