Return-to-office (RTO) mandates are rising, but employees are asking a new question — not just when they’ll return, but if it’s worth it. A KPMG survey found that nearly 80% of CEOs expect hybrid employees back full-time by 2027, with 86% planning to reward in-office workers with better assignments, promotions, or raises. 

But beyond incentives, companies are investing in benefits that truly matter — like family care support, innovative commuter perks, and employee connection or collaboration-focused efforts — to make the return more worthwhile. 

How RTO is shaping a new era of work and culture

Corporate giants like Amazon, AT&T, Dell, and Disney are bringing employees back to the office. A Flexible Work Models Pulse Survey reveals three key goals drive many organizations to do the same:

• Boosting team engagement
• Strengthening company culture
• Enhancing productivity

3 RTO benefits and policies to help employees thrive in the office

RTO policies aren’t one-size-fits-all, and creating an environment where employees thrive doesn’t always require big investments; it’s about adjusting policies and finding creative ways to meet your workforce’s diverse needs.

Here are three benefits and policies to support your workforce as they return to the office:

1. Explore comprehensive family care support

According to AARP, 61% of working Americans are juggling caregiving duties, and after years of remote work, many face upheaval in their routines and family schedules. The return to the office adds another layer of complexity, making flexibility and family-friendly resources essential. When employees have reliable care solutions, they can navigate this transition with confidence and remain engaged at work.

Companies can ease the burden by offering:

• Reliable back-up care: Ensures employees have reliable child or elder care when regular arrangements fall through, reducing last-minute disruptions and easing the transition to the office.
• On-site and near-site child care: Helps working parents simplify their daily routines, making coming into the office more realistic and less overwhelming.
• Financial support for caregiving: Stipends and subsidies help offset the rising costs of child and elder care, making it easier for employees to balance work and family responsibilities. 
• Personalized care navigation: Expert guidance helps employees find and secure care solutions tailored to their unique needs.

UPS, for example, piloted a back-up care pilot program that yielded impressive results — reducing turnover from 31% to 4% and avoiding more than 120 unplanned absences. Given its success, UPS expanded the offering – showing how a single benefit can drive retention and impact.

Offering before- and after-school care can also help parents return to the office by ensuring reliable support for their children throughout the workday. Vermeer Corporation, for instance, strengthens employee retention efforts with its on-site child care center in rural Iowa, managed by Bright Horizons. The center accommodates varying shifts and extended care options, ensuring employees don't have to scramble to piece together child care. This helps attract and retain working parents in the area while building long-term loyalty.

2. Offer flexibility-forward commuter benefits

For many employees, RTO is not just about policy — it’s also about whether commuting is financially and logistically feasible. A HealthEquity survey shows that 54% of employees see commuting costs as a major barrier, while 59% say commuter benefits would support better office attendance. 

To alleviate commuting burdens during RTO mandates, companies can invest in commuter perks, including:

• Transit stipends or pre-tax benefits
• Free or discounted local transit passes
• Bike-share programs and secure bike storage

At Virginia Tech, new commuter benefits were added to support employees returning to campus, including free transit passes and flexible transportation options. The goal wasn’t just to cut carbon emissions – it was to make on-site work truly feasible.

3. Shift from traditional RTO policies to a more flexible, employee-center approach

For a successful shift back to in-person work, employees need more than conventional benefits — they need support designed for today’s workplace realities. Consider offering employee-centered solutions like flexible workspaces, allowing team members to choose their environment based on the day’s tasks, or adaptive workweeks that match schedules with project demands. A results-only work environment, focusing on outcomes rather than hours, can also boost autonomy and motivation. 

Many organizations are also prioritizing in-person connection by offering programs such as reverse-mentoring programs or facilitated team-building experiences that build inclusion and engagement – regardless of where employees sit. 

Bring your team back to the office better and stronger

A successful return-to-office strategy is unique to your business, and the best solutions don’t always require extra spending — they may be the ones you least expect. By offering benefits and rethinking policies that meet your workforce’s needs, you can turn RTO into a strategic advantage that boosts retention, well-being, and long-term growth.

Ready to build a better environment as you transition back to the office? Explore how family care benefits from Bright Horizons can help your team show up with confidence – and stay engaged.