New research provides a compelling analysis of the repercussions of return-to-office (RTO) policies on employee turnover, hiring, and the overall talent pool within major corporations. Using data from more than 3 million LinkedIn profiles, Mark Ma, at the University of Pittsburgh, along with other scholars, find significant brain drain caused by RTO mandates in large S&P 500 tech and financial firms—the ones often seen as dream employers.

The impact of RTO mandates on employee turnover

The research demonstrates that RTO mandates correlate with a notable increase in employee turnover rates across the sampled firms. Specifically, these firms experienced a 14% rise in turnover after implementing RTO mandates. This finding is especially significant because larger firms typically benefit from lower turnover rates due to competitive compensation and career opportunities. This unexpected spike underscores how RTO policies disrupt employee satisfaction and loyalty. And the vast majority of mandates examined are for hybrid work of a couple of days in the office; the effects of full-time mandates are, of course, even more dire.

Notably, the effect is most pronounced among specific employee groups.

Female employees

Turnover among women increased by 20% after RTO mandates, compared to 7% for men. This disparity is attributed to greater family responsibilities, which make flexibility a crucial factor for women in the workforce.

Senior and skilled employees

Mid- and top-level managers, as well as employees with advanced skills, were disproportionately affected. Skilled workers’ turnover rose by 18%, and top managers saw an increase of nearly 19%. These groups are more likely to secure alternative positions with flexible work options.

These patterns suggest that RTO policies push out some of the most valuable contributors to organizational success—employees with extensive experience, critical skills, and leadership roles.

Hiring challenges exacerbated by RTO mandates

The study further identifies a dual effect of RTO mandates on hiring: increased difficulty in filling vacancies and reduced hiring rates. On average, it took firms 23% longer to fill job openings after introducing RTO policies, equivalent to a delay of 12 days per position. Additionally, hiring rates fell by 17%, reflecting a significant drop in firms’ ability to attract new talent.

This difficulty is compounded by the growing preference for remote or hybrid work arrangements. According to surveys, more than 91% of employees expect flexible work options, with 54% favoring hybrid models and 37% preferring fully remote roles. The rigid nature of RTO mandates thus reduces the pool of prospective candidates willing to consider these roles, further intensifying recruitment challenges.

Implications for global leaders and favored employers

The research specifically examines large S&P 500 tech and financial firms, which are traditionally considered employers of choice. These companies provide substantial benefits and career advancement opportunities, making the observed brain drain even more striking. The findings challenge the conventional wisdom that top-tier firms can withstand employee dissatisfaction without significant consequences.

The study emphasizes that the cost of turnover for these firms extends beyond immediate recruitment expenses. Turnover disrupts operations, reduces productivity, and negatively affects financial performance. Moreover, losing top talent impedes innovation and leadership continuity, undermining the competitive advantage of these organizations.

The way forward: Balancing flexibility and organizational goals

To address these challenges, companies must reassess their approach to workplace flexibility. The findings suggest several considerations for mitigating the adverse effects of RTO mandates.

Embrace hybrid models: Hybrid arrangements can meet employee preferences for flexibility while maintaining a degree of in-person collaboration.

Support employee autonomy: Trusting employees to manage their work schedules can enhance satisfaction and retention.

Tailor policies to workforce needs: Recognizing the diverse priorities of different employee groups can help retain valuable talent.

The research provides clear evidence that RTO mandates severely undermine recruitment and retention. For leading firms to remain competitive and retain their best talent, they must align their policies with the evolving expectations of the modern workforce. The stakes are especially high for organizations striving to maintain their reputation as employers of choice in a rapidly changing labor market.