{"id":200143,"date":"2025-09-04T17:54:16","date_gmt":"2025-09-04T17:54:16","guid":{"rendered":"https:\/\/www.europesays.com\/us\/200143\/"},"modified":"2025-09-04T17:54:16","modified_gmt":"2025-09-04T17:54:16","slug":"paramount-institutes-companywide-return-to-office-mandate","status":"publish","type":"post","link":"https:\/\/www.europesays.com\/us\/200143\/","title":{"rendered":"Paramount Institutes Companywide Return To Office Mandate"},"content":{"rendered":"

\n\tEXCLUSIVE<\/strong>: The new Paramount<\/a> leadership continues to put their mark on the company following the Skydance acquisition. The latest is a return to office policy that requires all employees to be in the office five days a week. <\/p>\n

\n\tThe mandate was announced in a companywide email sent by Chairman and CEO David Ellison<\/a> Thursday morning, a copy of which was obtain by Deadline. For those not willing to comply, a severance package is being offered.<\/p>\n

\n\t\u201cTo achieve what we\u2019ve set out to do \u2013 and to truly unlock Paramount\u2019s full potential \u2013 we must make meaningful changes that position us for long-term success,\u201d Ellison wrote. \u201cThese changes are about building a stronger, more connected, and agile organization that can deliver on our goals and compete at the highest level. We have a lot to accomplish and we\u2019re moving fast. We need to all be rowing in the same direction. And especially when you\u2019re dealing with a creative business like ours, that begins with being together in person.<\/p>\n

\n\t\u201cWith this in mind, we will begin a phased return-to-office plan starting in January 2026, ultimately moving towards an in-person work environment where employees are in the office full-time (five days a week),\u201d he added. (You can read the memo in full below.)<\/p>\n

\n\tThe email outlines the two phases of RTO. <\/p>\n

\n\tBy January 5, 2026, employees working out of Paramount\u2019s Los Angeles and New York offices are required to return to full-time office work five days a week. The policy will be extended beyond LA and NY, including internationally, later in the year.<\/p>\n

\n\tThis is not a shocking development. Some sort of RTO policy had been expected, the question was the extent of it. (One of the first things the new post-merger regime of Warner Bros. Discovery implemented was bringing WarnerMedia employees to the office, at the time three days a week<\/a>.)<\/p>\n

\n\tParamount President Jeff Shell told reporters at last month\u2019s press conference marking the close of the Skydance merger that he had been struck by how sparsely populated the company\u2019s current headquarters are at 1515 Broadway. \u201cWe need to figure that out,\u201d he said at the time. As Deadline has reported<\/a>, plans call for Paramount to shift its corporate headquarters from the Times Square building to the Melrose lot in L.A.<\/p>\n

\n\tAccording to sources, there was no unified Paramount Global work policy, with employees typically spending 2-3 days a week in the office. <\/p>\n

\n\tEllison\u2019s five-days-a-week plan \u2014 which is likely to receive backlash from Paramount Global employees who have built their daily lives around a hybrid work schedule \u2014 is consistent with that of many tech companies, including Amazon, as well as financial institutions and companies in other sectors.<\/p>\n

\n\tIn explaining Amazon\u2019s five-days-a-week policy, which started last January, the tech giant\u2019s CEO, Andy Jassy echoed Ellison\u2019s comments in his memo that leadership has \u201cobserved that it\u2019s easier for our teammates to learn, model, practice, and strengthen our culture; collaborating, brainstorming, and inventing are simpler and more effective; teaching and learning from one another are more seamless; and, teams tend to be better connected to one another.\u201d<\/p>\n

\n\tAs part of Amazon, Amazon MGM Studios has a five-days-a-week office mandate. Traditional studios\u2019 office schedules remain hybrid (for now): 4 days a week (Disney) and 3 days a week (NBCUniversal, Warner Bros.), with many wondering whether they would now follow Paramount in expanding the requirement. <\/p>\n

\n\tHere is Ellison\u2019s email: <\/p>\n

\n

Dear Team,<\/p>\n

I believe that in-person collaboration is absolutely vital to building and strengthening our culture and driving the success of our business. Our people are the key to winning, and being together helps us innovate, solve problems, share ideas, create, challenge one another, and build the relationships that will make this company great. As I said during our town hall, some of the most formative moments of my life happened in rooms where I was a fly on the wall, listening and learning. I\u2019ve never seen that happen on Zoom. Being together in-person isn\u2019t just about showing up \u2013 it\u2019s about actively engaging with the business, supporting one another and the team\u2019s efforts, and contributing to our shared momentum.<\/p>\n

To achieve what we\u2019ve set out to do \u2013 and to truly unlock Paramount\u2019s full potential \u2013 we must make meaningful changes that position us for long-term success. These changes are about building a stronger, more connected, and agile organization that can deliver on our goals and compete at the highest level. We have a lot to accomplish and we\u2019re moving fast. We need to all be rowing in the same direction. And especially when you\u2019re dealing with a creative business like ours, that begins with being together in person.<\/p>\n

With this in mind, we will begin a phased return-to-office plan starting in January 2026, ultimately moving towards an in-person work environment where employees are in the office full-time (five days a week).<\/p>\n

Here\u2019s what to expect:
Phase One: Beginning January 5, 2026, employees assigned to our Los Angeles and New York offices will return to full-time office work. We understand that some people may not choose or be able to make this transition. And so, starting today through September 15, 2025, we will be offering a severance opt-in program for VPs and below, based in Los Angeles and New York, who cannot or do not wish to return full-time. Details will be shared directly with those eligible.<\/p>\n

Phase Two: In 2026, we will announce plans for employees not assigned to our Los Angeles and New York offices, including international offices and those originally hired into fully remote roles. VPs and below in Phase Two will be eligible for a similar opt-in program and will receive details at a later date. We will be adopting this same approach in our international offices and will roll out the specific plans in accordance with our local legal obligations.<\/p>\n

We recognize this represents a significant change for many, and we\u2019re committed to supporting you throughout this transition. We will work closely with managers to ensure you have the time and flexibility to make the necessary adjustments.<\/p>\n

Thank you for your patience, adaptability, and continued dedication. Together, we are building a company that is stronger, more innovative, and ready to win. The opportunity ahead is extraordinary, and I\u2019m confident that working side by side, we will achieve great things.<\/p>\n

Best,
David<\/p>\n<\/blockquote>\n

\n\tDade Hayes contributed to this report. <\/p>\n","protected":false},"excerpt":{"rendered":"EXCLUSIVE: The new Paramount leadership continues to put their mark on the company following the Skydance acquisition. The…\n","protected":false},"author":3,"featured_media":200144,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[64,32129,15329,67,132,68],"class_list":{"0":"post-200143","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-business","8":"tag-business","9":"tag-david-ellison","10":"tag-paramount","11":"tag-united-states","12":"tag-unitedstates","13":"tag-us"},"share_on_mastodon":{"url":"https:\/\/pubeurope.com\/@us\/115147313286147351","error":""},"_links":{"self":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/posts\/200143","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/comments?post=200143"}],"version-history":[{"count":0,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/posts\/200143\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/media\/200144"}],"wp:attachment":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/media?parent=200143"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/categories?post=200143"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/tags?post=200143"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}