“Heads of all departments and agencies in the executive branch of Government shall, as soon as practicable, take all necessary steps to terminate remote work arrangements and require employees to return to work in-person at their respective duty stations on a full-time basis, provided that the department and agency heads shall make exemptions they deem necessary. This memorandum shall be implemented consistent with applicable law.”
While the U.S. shifts toward traditional office structures, governments in Europe, Australia and New Zealand are seemingly taking the opposite approach—doubling down on hybrid work protections. For global businesses, these opposing trends highlight an unavoidable truth: you can’t succeed with a one-size-fits-all workplace policy.
The U.S. Push for Full-Time Office Work
President Trump’s return-to-office (RTO) order aims to foster collaboration, rebuild organizational culture, and increase productivity. However, mandating a full return to the office overlooks the positive impact hybrid work has had on productivity and well-being. Considering the administration’s emphasis on efficiency and value for taxpayers, some argue that forcing a return to the office ignores the efficiency gains of hybrid work, such as reduced real estate costs—a significant portion of the federal budget.
The RTO trend feels distinctly American, reflecting a broader cultural emphasis on traditional workplace norms, even as much of the world moves toward more flexible models.
“I think sometimes we get really caught up in what’s happening in America because America is just like so dominant in the news cycle… But there’s always other places around the world and are all experiencing it slightly differently… I think there’s also this kind of possible future where it’s not all the same thing. And that for maybe some companies, it makes sense for them all to go back into the office. For others, it makes sense for them more to be remote. And that can kind of like happily coexist in the future. And so maybe the future just looks a lot more, varied and interesting than it did prior to the pandemic.”
Europe Champions Hybrid Work
While the U.S. is re-emphasizing in-office work, Europe is reinforcing employees’ rights to flexibility. Countries like the UK, Switzerland, and Austria are taking significant steps to support hybrid and flexible work.
Austria:Clear guidelines have been established to help both employees and employers navigate hybrid work arrangements, ensuring a fair and productive environment for all.
The message is clear: hybrid work is a viable, long-term solution for fostering both employee satisfaction and business success.
For global organizations, this divide creates an obvious challenge. U.S.-based teams might face rigid office mandates, while European teams operate under laws guaranteeing flexibility. Bridging these differences requires more than policies—it demands a global strategy and a platform to manage hybrid across your regional offices.
How Global Companies Can Adapt
Navigating such contrasting approaches isn’t easy, but it’s essential for success. Here’s how companies can adapt:
Regional Flexibility: Tailor policies to fit regional laws, cultures, and expectations. A rigid global mandate will likely alienate employees in one region or another.
Empower Employee Choice: Trust your employees to decide how and where they work best. Flexibility builds engagement and loyalty—both critical for long-term success.
The Bigger Picture: Flexibility is the Future
Trump’s return to office mandate might dominate today’s headlines, but it’s just one piece of a much larger puzzle. The real conversation isn’t about mandates or protections—it’s about creating workplaces that support people and performance.
As Nick Bloom recently pointed out, “Levels of working from home have been totally stable since January 2023.” While some have claimed that hybrid work is a temporary trend, data shows otherwise. For example, 8% of job listings on Indeed in November advertised remote or hybrid work—a decrease from the pandemic peak of 10%, but still far higher than the 3% seen in 2019.
Bloom’s research, published in the journal Nature, also highlights how hybrid setups enhance retention without harming productivity:
“Workers’ productivity doesn’t seem to increase if they go to the office more than three days a week,” he said. “Remote work isn’t going away, but it is likely past its peak.”
Hybrid work isn’t about where people work—it’s about how we build systems that let them thrive. That’s where companies like Kadence come in. By offering tools that adapt to regional differences while keeping teams connected, we help businesses navigate the complexities of a hybrid-first world.
Let’s Talk About What’s Next
The workplace divide between the U.S. and Europe isn’t going away. But with the right strategy, companies can turn this complexity into a competitive advantage. The key? Embracing flexibility, investing in the right tools, and trusting your teams to work their best—wherever they are. Download your template strategy for hybrid work in 2025.
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Dan is at the helm of Kadence with a sole mission to turn workplaces into vibrant, happy spaces where everyone can thrive. When he’s not busy changing the world of work, you’ll find Dan soaking up the natural, untamed beauty of California’s outdoors with his family on camping adventures.