A year ago, half of U.S. workers said they would quit rather than accept a mandatory return-to-office (RTO) policy. Today, that figure has collapsed to just 7%, signaling a dramatic transition in workplace power.Â
According to a MyPerfectResume survey of 1,000 American workers, employees are now bracing for a workplace where on-site attendance, stricter oversight, and reduced bargaining power define the new norm. Remote work, once seen as a given, is increasingly viewed as a privilege employees must protect.
Employee Resistance Collapses
The survey shows a sharp decline in worker pushback against RTO mandates. When faced with non-negotiable policies, only 7% of employees say they would quit outright. A third (33%) say they would look for another remote job, while 36% plan to comply. In January 2025, 91% of workers indicated they would either quit (51%) or seek a remote alternative (40%).
Economic anxiety is driving this; what was previously considered a deal-breaker is now a calculated decision rooted in job security rather than preference.
Productivity, Not Culture, Drives RTO
Workers largely reject the narrative that RTO is about collaboration or team culture. Instead, they point to economic reasons as the primary motivators:
- Productivity concerns: 48%
- Leadership preference: 18%
- Real-estate cost justification: 11%
- Quiet headcount reduction: 11%
- Culture concerns: 9%
Workers also expect companies to claim measurable benefits from RTO: higher productivity (38%), better collaboration (22%), easier management (19%), stronger culture (13%), and improved customer service (7%).
A Harder Workplace Looms in 2026
Employees anticipate a tougher year ahead. Nearly half (43%) expect more on-site work, while 40% predict hybrid arrangements will dominate. Only 17% foresee an increase in fully remote roles. Workers also expect on-site employees to be favored for pay and promotions (40%), and 44% believe half of U.S. companies will eliminate remote work entirely.
Bargaining power is expected to decline: 74% of employees predict they will have the same or less ability to demand flexibility in 2026 than in 2025.
Remote Work Is Now a Privilege
The survey makes it clear: the era of worker leverage has ended. Remote work is no longer an assumed right; it is a negotiated benefit that fewer employees feel empowered to defend. Companies are reclaiming authority over where and how employees work, and the workforce is adapting to these expectations.
