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After years of flexibility, big employers are tightening the leash on hybrid work. Here’s how they’re tracking attendance, why they’re doing it, and what it means for workers.
Remember those early post-pandemic months when hybrid work felt more like a suggestion than a rule? You know, when popping into the office once a week (or not at all) felt totally acceptable? Well, that grace period seems to be ending.
A new report from commercial real estate giant CBRE shows companies are no longer playing it loose with their return-to-office (RTO) policies. In fact, many are getting pretty serious.
Let’s break it down.
Companies Are Watching Now. Closely.
CBRE surveyed 184 companies and found that 69% are now actively monitoring whether employees are showing up as often as they’re supposed to. That’s a big jump from 45% who said the same thing last year.
And enforcement is ramping up too. Last year, only 17% of firms said they enforced RTO policies. This year? It’s up to 37%.
So yes, skipping office days might get noticed now.
What Tools Are Being Used?
Some companies aren’t hiding the fact that they’re tracking who shows up and who doesn’t. Dell, for example, is measuring badge swipes and VPN logins to figure out who’s working where. Amazon, Google, JPMorgan Chase, Meta, and TikTok are reportedly using similar methods—some even going as far as creating internal apps that flag absences on expected in-office days.
Then there’s the carrot-and-stick approach. Some employers are tying in-office attendance to promotions and bonuses. Miss too many days? You might just miss out.
Office Requirements vs. Actual Attendance
The average requirement among those surveyed is 3.2 days in the office per week.
But the reality? Actual attendance averages about 2.9 days. And for giant companies with 10,000-plus employees, that dips to just 2.5 days.
Still, compliance is on the rise. About 73% of companies say employees are showing up as often as expected — up from 61% the year before.
Why the Push?
Many employers argue that being physically present helps with collaboration, innovation, and even revenue. A few, like Dell, now require certain teams to be on-site five days a week for productivity reasons.
That’s sparked some criticism. Tracking tools and tight enforcement can feel like micromanagement, especially for employees who’ve proven they can thrive remotely.
But others are opting for a more adult-to-adult approach.
Standard Chartered, a major bank headquartered in London, is taking a different stance. They’re letting individual teams decide what works for them. CEO Bill Winters even said, “We work with adults,” adding that people tend to come in because they want to, not because they’re forced.
The Real Estate Angle
Interestingly, even with remote and hybrid work in play, 67% of the surveyed companies plan to either maintain or expand their office space over the next three years. Only 33% plan to cut back—and that figure is much higher (60%) among large firms with 10,000+ employees.
Companies trimming real estate mostly cite the rise of hybrid work. But across the board, the emphasis now isn’t just size — it’s about creating better workplace experiences, allowing efficient use of space, and offering vibrant locations that attract people back.
Julie Whelan, CBRE’s global head of occupier research, says employers are paying more attention to workplace quality and sharing space smartly, especially with economic uncertainty in play.
Photo by DANIEL STAPLE on Unsplash
What This Means for You
If you’re working under a hybrid model, expect your company to get more serious about whatever policy they’ve put in place. RTO rules aren’t just for show anymore — they’re being monitored, enforced, and occasionally rewarded (or penalized) depending on how closely you follow them.
The benefit? If structured well, these policies can bring clarity, flexibility, and fairness among teams.
The catch? If they’re enforced too rigidly, or tracked too invasively, they might do more harm than good.
Either way, it looks like the “loosey-goosey” days are behind us — at least for companies who’ve decided it’s time to tighten the reins.
Keywords: return to office policy, RTO enforcement, hybrid work monitoring, badge swipe tracking, corporate attendance monitoring, remote work policy
