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By Chandra Andrade, Benjamin Buchwalter, and Cynthia Rowland
The transition to in-person work after years of permitting and promoting remote work presents unique challenges for managers at nonprofit organizations. While returning to the office (RTO) can enhance collaboration and workplace culture, managers must carefully balance operational needs with employee well-being.
Given the mission-driven nature of nonprofits, employee satisfaction and retention are particularly critical. Many employees have grown accustomed to remote work, and implementing RTO policies without careful planning can lead to disengagement, resignations, and even legal risks.
There are the potential pitfalls of mandatory RTO policies for nonprofits but there are solutions for achieving your organization’s goals while maintain employee well-being.
- Establish Clear and Predictable Policies
Nonprofit managers should create transparent, written RTO policies that provide clarity on in-office expectations while considering employee feedback. Gradual rollouts, such as starting with a hybrid model before moving to full-time in-office work, can help ease transitions.
- Ensure Fair and Consistent Enforcement: To avoid perceptions of favoritism, RTO policies must be applied consistently. Leadership should communicate clear expectations while remaining flexible for employees with legitimate needs for continued remote work.
- Optimize Workplace Efficiency
A successful RTO strategy goes beyond requiring employees to be physically present. Nonprofit leaders should invest in workplace improvements that foster collaboration and efficiency, such as upgraded technology, better office layouts, and streamlined workflows. Employers should create and maintain measures that ensure employees feel welcomed and safe in the workplace.
- Prioritize Safety And Compliance
Returning to the office also means ensuring a safe work environment. Managers should maintain compliance with workplace safety regulations, including by establishing injury and illness prevention plans and workplace violence prevention policies. Given the ongoing public health landscape, leaders should also remain adaptable to evolving health and safety guidelines.
Navigating RTO policies requires a thoughtful, balanced approach. While in-office work has undeniable benefits, leaders must also acknowledge the shifts in workplace expectations and legal risks associated with rigid mandates. By implementing clear policies, maintaining flexibility where possible, and ensuring compliance with local and federal laws, nonprofit managers can create a return-to-office strategy that benefits both employees and the organization’s goals.
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Chandra Andrade is a partner and Benjamin Buchwalter is special counsel in Farella Braun + Martel’s Employment Group. Cynthia Rowland is a partner in the firm’s Exempt Organizations Group and founder and host of EO Radio Show podcast.
