The following commentary by PIPSC President was published in the Benefits Canada Magazine's Head to head Section, featuring Mark Ma, associate professor of business administration at the University of Pittsburgh’s Katz Graduate School of Business and Sean O’Reilly.
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Head to head: Should employers be mandating employees back to the office?
Five years after the coronavirus pandemic normalized the concept of remote working, academic and union thought leaders agree there’s no evidence supporting return-to-office mandates.
Sean O’Reilly, president, the Professional Institute of the Public Service of Canada
The future of work isn't about counting days in an office—it's about supporting all Canadian workers to deliver the best results. The federal government one-size-fits-all return-to-office mandates ignore this reality and the overwhelming evidence supporting flexible work arrangements.
Data consistently shows that remote work enhances productivity and service delivery. According to Statistics Canada, federal public service productivity grew by 4.5% between 2019 and 2023—while working remotely. Meanwhile, 91% of our members report their meetings remain virtual even when they're mandated to be on-site, creating the absurd scenario of professionals commuting to buildings simply to join video calls they could easily attend from home.
What's needed instead is a "presence with purpose" approach—being in the office when truly needed, based on operational requirements and job-specific demands. This framework acknowledges that while some roles require physical presence, thousands of others can be performed effectively from anywhere.
The benefits extend beyond individual workers. Remote work options save taxpayer money on real estate and overhead costs, help retain talent (studies show flexible options can lower turnover by 25%), and create more inclusive workplaces. For women, caregivers, people with disabilities, and other equity-deserving groups, remote work removes significant barriers to full participation.
Unfortunately, arbitrary return mandates disproportionately impact these same groups. Our surveys show that 50% of racialized employees, LGBTQ2S+ individuals, and people with disabilities are likely to consider leaving public service due to rigid in-office requirements.
The pandemic proved that flexible work arrangements can succeed. Rather than clinging to outdated workplace models, employers – the Canadian government leading the way – should embrace evidence-based approaches that enhance productivity while improving workers' lives. The organizations that thrive will be those that support working arrangements based on results and operational needs, not physical presence for its own sake.