Despite mounting evidence that remote work doesn’t hinder productivity, Fortune reports that many HR leaders are stuck enforcing return-to-office (RTO) mandates they don’t personally support.

A recent Leapsome report of 1,000 HR professionals found that 56% are feeling pressure from CEOs to bring employees back in, even though 79% believe productivity is higher when employees choose their own work environment. 

This growing disconnect highlights a larger struggle within organizations: balancing preferences with workforce expectations.

“During COVID we all learned that remote works,” says Luck Dookchitra, VP of people and culture at Leapsome. “There is a unique tension that arises, especially is [an RTO] policy is driven solely by leadership.” 

The problem, Dookchitra says, isn’t just about the policy—it’s about communication. Too often, companies issue top-down directives without offering a clear explanation. “Even if you’re against it personally, you need to find a reason why,” she advises. 

HR leaders navigating tricky terrain are encouraged to come armed with data—internal surveys, performance metrics and employee feedback—when discussing policy changes with executives. This way, they can advocate for employee wellbeing while addressing leadership concerns with real insight.