Company demands employees return to the office after working remotely, one employee refuses to comply and stays home, manager responds: ‘There’s really nothing I can do’

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Bar Mor Hazut • Senior Editor
May 14, 2026 10:30 AM EDT

Some jobs don't require an office to do them, which makes you wonder why some companies still insist on spending so much money on an office if they don't technically need it.

Plenty of people have jobs they can do from anywhere they like. With the help of their loyal laptop and some good ol' WiFi, they can be doing their job from the comfort of their beds, from the beach, or from the middle of the jungle. 

But can they actually do that? Well, most of the time the answer is a firm 'no'.

As much as it would have been perfect, even those who have a job that can be done from anywhere, and not just an office, are usually required to spend 8 hours a day in one. Employees get maybe one or two generous days of work from home, but the rest of their time have to spend in a boring, pointless office.

It can be quite disappointing to have a fully remote job, only to be forced to return to an office for no apparent reason. Someone higher up decided they want to know what their employees are doing every minute of every day, which leaves employees with no choice but to indulge their demands.

But what can they do?

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  • The manager below is currently dealing with a 60-year-old employee who has refused the company's demand to return to the office. This employee knows that there is no reason for her to do a job in an office when she can do it perfectly fine from home.

    So while the rest of her team has switched to a 2-day work-from-office policy, she is staying home.

    Her manager doesn't quite know what to do with her refusal to adhere to the new policy, which inspired the story below…

  • Middle-aged woman working from home
    via Getty Images

    Middle-aged woman working from home.

    Image is representative only and does not depict the actual subjects of the story.

  • Company is mandating RTO, but one employee is refusing and says “I’ll come in once things are less busy.” What do I do?

    I (33M) manage a team of 5 and have been in the role for about three months. Our employer is now mandating a return to office policy 2 days a week.
    via SimplerLife40
  • Originally, leadership wanted 3 days/week starting in mid-March, but I pushed back and got it reduced to 2 days/week with a delayed start in mid-May.
    via SimplerLife40
  • Telework agreements were due this past Friday. Everyone completed theirs except one employee (60F). A reminder email has already been sent.
    via SimplerLife40
  • Her position is basically that returning to the office makes no sense because all of our work can be done remotely. Honestly, I agree with her that the work itself can be done remotely - but this
    via SimplerLife40
  • decision is coming from above me, and there's really nothing I can do beyond the compromises | already negotiated.
    via SimplerLife40
  • She also argues that everyone is already overwhelmed with work, and commuting just takes away time that could be spent working.
    via SimplerLife40
  • But she lives about a 5-minute drive from the office, and our office is located in the safest part of the city, so there really are not major logistical or safety barriers here. She told me she'd be willing to start coming in once "things get less busy."
    via SimplerLife40
  • What would you do in this situation?
    via SimplerLife40
  • Group of young employees standing on office porch
    via Getty Images

    Group of young employees standing on office porch.

    Image is representative only and does not depict the actual subjects of the story.

  • Imaginary-Friend-228 Either restate and enforce the standards or don't. It's not up to her to decide you aren't her manager. Tbh, you say she isn't taking you seriously but it sounds like you don't take
    via Imaginary-Friend-228
  • yourself seriously as her manager. Its completely normal to manage people of all ages. Get used to it.
    via Imaginary-Friend-228
  • If you're going with 'restate and enforce', you don't have to listen to or give counter arguments to her reasoning. Just "I understand. The expectation is bla bla." And then don't ignore it when she ignores you.
    via Imaginary-Friend-228
  • Clueguy You give them a verbal warning. Document it with HR that they are refusing the RTO mandate. You give them a little bit of time (two weeks or so). If they are still refusing the RTO mandate you give them a written
    via Clueguy
  • warning, also documented and coordinated with HR. If they still refuse to come in to office and are not taking you seriously then you have all of justification you need to fire them.
    via Clueguy
  • Pouryou It seems highly likely that others in your company are pushing back on the mandate. Ask HR what the approved messaging is; usually it's something like "failure to sign the agreement will result in termination" and then you tell that to your direct report.
    via Pouryou
  • It sounds like you're caught up in why she's acting like she is, and feeling unappreciated for the exemptions you fought for. These are common but ultimately not actionable feelings. Find out the rule, communicate the rule, hold her to the rule. Good luck!
    via Pouryou
  • DND_Enk What is there to discuss? Say that while all her arguments are fair the decision has been made and there is nothing left to discuss right now. And if she does not show up escalate with HR whatever the next step is.
    via DND_Enk
  • Irish-Mama4 Someone once told me to reply are you telling me you won't be doing your job/complying?". Making it clear that it's not you. but their job they are up against has an immediate effect
    via Irish-Mama4
  • Helpyjoe88 Her arguments may have validity, but that's irrelevant. Right or wrong, RTO is the policy.
    via Helpyjoe88
  • LookItsMyDawg I hate RTO as much as the next person, but if one person on my team is allowed to WFH not due to a special circumstance, but rather because they don't feel like it, I'm going to be
    via LookItsMyDawg
  • ped off at my manager and I'll absolutely lose trust in upper management. Your team is watching how you respond
    via LookItsMyDawg

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