In the wake of the COVID-19 pandemic, remote and hybrid work models became the norm for many businesses. For years, employers adjusted their policies to accommodate work-from-home arrangements, citing public health guidelines and evolving technology that made remote work possible on a large scale. However, in recent months, several major employers have begun rolling back these arrangements, introducing mandatory return-to-office (RTO) requirements that often go beyond the hybrid models employees have grown accustomed to.
This shift is sparking a broad discussion in Canada, including Ontario, about how these policies should be implemented, the legal boundaries that apply, and the practical implications for employers and employees.
Rogers’ New Return-to-Office Policy
One of the most recent examples comes from Rogers Communications Inc., which announced that it will require corporate employees to return to the office full-time in early 2026. In an internal memo, the company outlined a phased approach: beginning in October 2025, employees will be required to work from the office four days a week, increasing to five days a week in February 2026. This marks a significant change from the current three-day in-office requirement.
Rogers stated that the shift aims to enhance cross-functional collaboration, improve team development, and support employees’ career growth. The company also indicated it would offer flexibility for personal appointments and caregiving needs, but did not alter requirements for front-line or production staff, whose work arrangements remain distinct.
The move comes against the backdrop of significant corporate activity, including the acquisition of Shaw Communications, operational streamlining, debt reduction, and workforce reductions in recent years.
Why Employers Are Requiring More In-Office Time
Rogers is far from alone in its decision to tighten office attendance policies. Several other major corporations, particularly in the financial sector, have introduced similar measures over the past year, citing similar reasons behind the change.
Toronto-Dominion Bank announced that, starting in November 2025, most staff will be expected to work from the office four days a week. The bank pointed to stronger collaboration and decision-making when employees are physically present as the driving force behind the change.
Royal Bank of Canada, Bank of Montreal, and Bank of Nova Scotia have also implemented four-day-a-week office requirements for many employees. These moves represent a clear shift away from the more flexible hybrid arrangements that became standard during the pandemic and align with a belief that in-person work can foster better connections, faster problem-solving, and stronger organizational culture.
Employee Concerns and Workplace Morale
Employers can expect some employees to resist mandatory return-to-office policies, particularly those who value the flexibility and work-life balance that remote work can offer. Increased commuting time and costs, challenges with childcare or eldercare, and personal productivity preferences are common concerns.
For some workers, a return to daily commuting may represent not only a logistical burden but also a loss of autonomy in how they structure their workday. In competitive job markets, stringent attendance policies could influence recruitment and retention, especially among candidates who prioritize flexible work arrangements.
Legal Considerations for Ontario Employers Implementing Mandatory RTO Policies
In Ontario, the legal landscape generally favours an employer’s ability to determine where work is performed, provided the employment contract or collective agreement does not explicitly limit that discretion. However, implementing a mandatory RTO policy still requires careful planning to ensure compliance with employment standards, human rights obligations, and other applicable laws.
Contractual Terms and Past Practice
If an employee’s written employment contract specifies an in-office work location, an employer can typically require attendance without altering the contract. However, if an employee was hired during the pandemic into a remote role and the arrangement is reflected in the contract, or if remote work has been consistently permitted for an extended period, mandating an office return could be seen as a fundamental change. In such cases, employers risk constructive dismissal claims if the change is imposed unilaterally.
Employers should review the original terms of employment and consider whether existing practices have effectively modified those terms over time.
Human Rights Obligations
The Ontario Human Rights Code requires employers to accommodate employees who may be unable to comply with an RTO policy due to protected grounds such as disability, family status, or creed, up to the point of undue hardship. For example, an employee with a medical condition that makes commuting difficult, or a parent with no alternative childcare arrangements, may be entitled to accommodation measures.
Accommodation is a shared responsibility. Employees must provide relevant information about their needs, and employers must explore reasonable solutions, which could include modified schedules or partial remote work.
Occupational Health and Safety
Employers must also consider their obligations under Ontario’s Occupational Health and Safety Act (OHSA). While the focus is often on physical safety within the workplace, employers may need to address concerns about infectious disease transmission, particularly for immunocompromised employees, as part of their broader health and safety responsibilities.
Practical Implementation Strategies for Employers
A return-to-office policy that is legally compliant but poorly executed can still cause significant workplace friction. Employers in Ontario considering a shift toward more in-office work may benefit from adopting the following practices:
Phased Transitions
Like Rogers, a gradual increase in required office days can help employees adapt and reduce disruption to personal schedules.
Clear Communication
Employees should understand the rationale for the change, the timeline, and any available flexibility. Transparency about the goals, whether collaboration, culture, or performance, can help align expectations.
Flexibility Within Structure
Even with fixed attendance requirements, allowing for occasional remote days, flexible hours, or accommodations for appointments and caregiving can ease the transition.
Measurement and Feedback
Employers can track whether the return-to-office is achieving its intended benefits and solicit employee feedback to fine-tune policies.
Considerations for Ontario Employees
A mandatory RTO policy may raise practical and legal questions for employees. Key considerations include:
Understanding Your Contract
Employees should review their employment agreement to determine whether location requirements are specified and whether remote work is a contractual entitlement.
Raising Accommodation Needs Promptly
If returning to the office poses challenges related to protected human rights grounds, employees should inform their employer in writing and be prepared to provide relevant documentation.
Evaluating Options
Where an RTO requirement is lawful but undesirable, employees may need to weigh the benefits of remaining with the employer against the possibility of seeking opportunities with more flexible arrangements.
Balancing Business Needs and Workforce Expectations
The current shift toward mandatory in-office work is a reminder that workplace norms are dynamic. The pandemic demonstrated that many jobs can be performed effectively from home, but it also underscored the value of in-person interaction in certain contexts. For Ontario employers, the challenge lies in striking the right balance between operational goals and employee satisfaction.
While employers generally have the right to determine work location, they must ensure that changes are consistent with contractual terms, human rights obligations, and workplace safety requirements. Employees, in turn, should be aware of their rights and responsibilities when such policies are introduced.
Contact Bader Law for Multifaceted Advice on Workplace Policies in Mississauga & Oakville
If your organization is considering changes to workplace location policies, or if you are an employee facing a mandatory return-to-office requirement, understanding your rights and obligations is essential. The experienced employment lawyers at Bader Law can help navigate policy changes, review employment agreements, and address any accommodation or workplace safety concerns. Contact us online or call (289) 652-9092 to book a consultation on your employment law matter.
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