{"id":87991,"date":"2025-05-09T18:07:08","date_gmt":"2025-05-09T18:07:08","guid":{"rendered":"https:\/\/www.europesays.com\/uk\/87991\/"},"modified":"2025-05-09T18:07:08","modified_gmt":"2025-05-09T18:07:08","slug":"mandate-minefields-return-to-work-issues-for-hr","status":"publish","type":"post","link":"https:\/\/www.europesays.com\/uk\/87991\/","title":{"rendered":"Mandate minefields: Return to work issues for HR"},"content":{"rendered":"<p style=\"margin-bottom:11px\">In this unclear space, abrupt policy shifts can come across as breaches of contract. And if an employer decides to call workers back to the office, \u201cthe employee may very well say, \u2018The remote work is a fundamental term of my employment relationship, and therefore I&#8217;m not coming back&#8221;,\u00a0Pressey says.<\/p>\n<p><strong>Strategies for return-to-office mandates<\/strong><\/p>\n<p style=\"margin-bottom:11px\">When deciding to mandate a return to office, employers may still have options. One involves offering a new employment agreement with what lawyers call \u201cfresh consideration&#8221;.\u00a0This could mean a signing bonus, a promotion or a new benefit\u2014anything that the employee isn\u2019t already entitled to. <\/p>\n<p style=\"margin-bottom:11px\">\u201cIf the employee agrees to come back, then you don&#8217;t have an issue,\u201d Pressey says.<\/p>\n<p style=\"margin-bottom:11px\">Another strategy is extended notice. The employer can tell employees that their current terms will expire after a set period\u2014sometimes up to 24 months. At the end of that time, the employee is offered the same job, but on new terms that require some in-office work.<\/p>\n<p style=\"margin-bottom:11px\">Still, this has its own risks. <\/p>\n","protected":false},"excerpt":{"rendered":"In this unclear space, abrupt policy shifts can come across as breaches of contract. And if an employer&hellip;\n","protected":false},"author":2,"featured_media":87992,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3092],"tags":[51,41979,897,25928,41980,16,15],"class_list":{"0":"post-87991","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-jobs","8":"tag-business","9":"tag-employment-law","10":"tag-jobs","11":"tag-remote-work","12":"tag-return-to-office-rto","13":"tag-uk","14":"tag-united-kingdom"},"share_on_mastodon":{"url":"https:\/\/pubeurope.com\/@uk\/114479211722648331","error":""},"_links":{"self":[{"href":"https:\/\/www.europesays.com\/uk\/wp-json\/wp\/v2\/posts\/87991","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.europesays.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.europesays.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/uk\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/uk\/wp-json\/wp\/v2\/comments?post=87991"}],"version-history":[{"count":0,"href":"https:\/\/www.europesays.com\/uk\/wp-json\/wp\/v2\/posts\/87991\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/uk\/wp-json\/wp\/v2\/media\/87992"}],"wp:attachment":[{"href":"https:\/\/www.europesays.com\/uk\/wp-json\/wp\/v2\/media?parent=87991"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.europesays.com\/uk\/wp-json\/wp\/v2\/categories?post=87991"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.europesays.com\/uk\/wp-json\/wp\/v2\/tags?post=87991"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}