A KPMG survey found that nearly 80% of CEOs expect hybrid employees back full-time by the end of 2027. For many organizations, the question is no longer whether employees will return to the office; it’s whether the conditions are in place for them to succeed once they do. Without the right support, in-office work can create friction, from caregiving breakdowns and commuting strain to competing personal obligations.

To help employees thrive, employers are investing in benefits that remove those barriers, including family care support, commuter benefits, and employee-centered workplace policies.

Why many RTO strategies fall short

Many return-to-office strategies fall short because they focus on attendance before addressing the conditions that help employees succeed in the first place. When challenges like caregiving gaps, commuting strain, or inflexible policies go unaddressed, they can affect attendance, engagement, and retention. The employers seeing the greatest success are prioritizing removing those barriers.

As organizations refine their RTO strategies, leaders are focused on:

• Strengthening workplace culture
• Improving employee engagement
• Supporting productivity and performance

Achieving those outcomes requires more than a mandate. 

3 RTO benefits and policies that make in-office work sustainable

Creating an in-office environment where employees thrive doesn’t always require big investments; it’s about adjusting policies and finding creative ways to meet your workforce’s diverse needs. Here are three areas that make in-person work more consistent and sustainable:

1. Stabilize family care so that employees can show up consistently

For employees balancing child care, elder care, or both, consistent in-office work adds another layer of complexity. According to Mercer, 71% of employees are juggling caregiving responsibilities, and in-office expectations can disrupt their routines and family schedules. The challenge isn’t just accessing care — it’s maintaining consistent, dependable care as needs and circumstances change. 

A patchwork of care can break down quickly under the pressure of in-office schedules, waitlists, and rising costs. When employees lose time searching for options or covering last-minute gaps, that strain shows up in attendance, focus, and ultimately, performance.

Employers can reduce this friction by focusing on support that addresses both the complexity of finding care and the inevitability of disruptions once it’s in place:

• Access to child care: Helps working parents simplify their daily routines, making coming into the office more realistic and less overwhelming.
• Reliable back-up care: Provides immediate support when regular arrangements fall through — whether for a child, aging parent, or other dependent, reducing last-minute disruptions and easing the transition to the office.
• Financial support for caregiving: Stipends and subsidies help offset the rising costs of family care, making it easier for employees to balance work and family responsibilities.
• Personalized care navigation: Giving employees access to a care advisor simplifies a fragmented care landscape, helping employees quickly identify and secure the right support, from child care to elder care, so care decisions don’t become a barrier to showing up and performing on-site

Offering before- and after-school care can also help parents return to the office by ensuring reliable support for their children throughout the workday. Vermeer Corporation, for instance, strengthens employee retention efforts with its on-site child care center in rural Iowa, managed by Bright Horizons. The center accommodates varying shifts and extended care options, ensuring employees don't have to scramble to piece together child care. This helps attract and retain working parents in the area while building long-term loyalty.

2. Make getting to work more predictable and manageable

For many employees, in-office work isn’t just about policy — it’s also about whether commuting is financially and logistically feasible. Research shows that 50% of employees cite commuting as the biggest barrier to being in the office.

To alleviate commuting burdens, companies can establish more flexible start and end times. This allows employees to avoid peak commute hours and better manage personal responsibilities, such as school drop-offs and pick-ups. Organizations can also invest in commuter perks, including:

• Transit stipends or pre-tax benefits
• Free or discounted local transit passes
• Bike-share programs and secure bike storage

At Virginia Tech, commuter benefits were expanded to support employees returning to campus, including free transit passes and flexible transportation options. The goal wasn’t just to cut carbon emissions — it was to make on-site work truly feasible. These efforts earned national recognition, with Virginia Tech named one of the Best Workplaces for Commuters.

3. Align in-office expectations with how work actually gets done

In-office employees need more than conventional benefits — they need support designed for today’s workplace realities. Consider offering employee-centered solutions like flexible workspaces, allowing team members to choose their environment based on the day’s tasks, or adaptive workweeks that match schedules with project demands. A results-only work environment, focusing on outcomes rather than hours, can also boost autonomy and motivation.

Many organizations are also prioritizing in-person connection by offering programs such as reverse- mentoring programs or facilitated team-building experiences that build inclusion and engagement — regardless of where employees sit.

Bring your team back to the office better and stronger

As more organizations adopt in-person work as a long-term model, the focus is shifting to helping employees succeed on-site. The best solutions don’t always require extra spending — they may be the ones you least expect. By offering benefits and rethinking policies that meet your workforce’s needs, you can turn RTO into a strategic advantage that boosts retention, well-being, and long-term growth.

Ready to build a better in-person environment? Explore how family care benefits from Bright Horizons can help your team show up with confidence and stay engaged.