Workers are insisting that if employers want them to return to the office more frequently, they should cover their commuting costs. According to a recent survey of 2,000 full-time workers by Owl Labs, 38% of respondents stated that their company covering commuting costs would be the top incentive for them to come back to the office. This desire narrowly surpassed the need for more privacy at the workplace, which was cited by 34% of respondents. Additionally, 24% of workers mentioned that an office dress code is a hindrance to their return, and they would be more willing to comply with return-to-office requirements if they were allowed to wear whatever they wanted.
The cost of commuting, including gas, parking, and public transit, is not the only factor deterring people from returning to the office. On average, workers spend $51 per day on various expenses related to office attendance, including lunch, commuting, breakfast and coffee, and parking. This equates to approximately $1,020 per month for full-time office workers, while hybrid workers spend an average of $408 per month. Frank Weishaupt, CEO of Owl Labs, acknowledges that working from the office has become substantially more expensive than it was before the pandemic. He notes that the significant increase in expenses could lead to employees seeking other job opportunities if faced with strict office attendance requirements.
Although overall inflation has decreased from its peak in June 2022, hovering above 9.1%, it remains a concern, and many goods and services are still more expensive than they were pre-pandemic. Gas prices rose by 10.6% in August and had the greatest impact on inflation for that month, according to the Bureau of Labor Statistics. Additionally, other expenses such as car insurance and dining out have also risen, further adding to the costs associated with working from the office.
Despite the financial burdens, workers still find value in the office. Hybrid workers appreciate the opportunity to meet with colleagues and maintain social connections, as well as the possibility of having certain expenses subsidized, such as food and dependent care. Weishaupt suggests that companies should acknowledge the barriers to returning to the office and consider offering benefits or flexibility to alleviate these costs. If employers want to incentivize employees to return, one option could be to assist with commuting expenses.
Looking ahead, half of the workers surveyed believe that their company will revise their remote or hybrid work policies within the next year, with many expecting a return to working from the office five days a week. According to a report by Resume Builder, 90% of companies plan to implement return-to-office policies by the end of 2024. These impending changes may contribute to the increased work-related stress experienced by 56% of employees since last year.
While the shift back to full-time office work may not yet be imminent, employees anticipate that it may be on the horizon. It is crucial for employers to recognize these sentiments and address the concerns surrounding the financial implications of returning to the office.