They have to compensate you for the relative difference in value between working for them and working for someone else.
If another company allows WFH and you don't, and that costs the employee $30,000/year to not have, what do you expect them to do when the employer offering WFH offers the same salary? Or even $10,000 less? And what will you have to do in response?
No. They only have to offer enough compensation and benefits to attract enough people into the roles they need filled.
> what do you expect them to do when the employer offering WFH offers the same salary?
Does it matter what another company does if the other company can still fill the role without offering WFH? Your whole premise seems to hinge on this concept that a company offering an in office position can’t effectively fill the opportunities they are offering. That’s not the case in 2025 (at least in the US). Specifically with tech jobs every opening whether WFH or in office generates hundreds of applicants. Some people might prefer WFH, others might prefer in office, but if RTO is the trend, WFH opportunities will start decreasing and will fill up fast. My guess is that given the option between unemployment and employment in an office anyone and everyone who needs an income will opt for the latter and will not sit around stubbornly waiting for a WFH opportunity like a petulant child that has to eat their broccoli before they are allowed to get up from the dinner table.
In the absence of an infinite labor pool, in order to do that they need to outbid the other employers.
> Does it matter what another company does if the other company can still fill the role without offering WFH?
Of course it does, because you have the opportunity to be the other company. You would be able to hire the same person for thousands of dollars less by allowing them to work from home and they would still take the job.
> Your whole premise seems to hinge on this concept that a company offering an in office position can’t effectively fill the opportunities they are offering.
I feel like we've been over this. You can obviously fill the job by paying more, but since the difference in the amount you'd have to pay is more than the value of forcing people to come into the office, why would you throw away money just to have less satisfied employees?
> Specifically with tech jobs every opening whether WFH or in office generates hundreds of applicants.
Applying to job postings on the internet takes a matter of seconds. Have a guess what "hundreds of applicants" implies if the average applicant applies to hundreds of job postings.
Now consider that a lot of the applicants won't be qualified.
> Some people might prefer WFH, others might prefer in office, but if RTO is the trend, WFH opportunities will start decreasing and will fill up fast.
It sounds like you're saying employers offering WFH opportunities will find it even easier to hire at a given level of compensation.
> My guess is that given the option between unemployment and employment in an office anyone and everyone who needs an income will opt for the latter and will not sit around stubbornly waiting for a WFH opportunity like a petulant child that has to eat their broccoli before they are allowed to get up from the dinner table.
Surely this attitude will have no effect on morale or turnover?
But here is the thing—people adapt. People adapted in 2020 when a good portion of the workforce went remote. There were griping then while people learned to balance home and family distractions with work. There were complications around finding appropriate workspace in their homes but people managed to make it work. If your company RTOs you might have a choice to make: adapt and deal with the commute/rent/whatever challenges with it, or perhaps try and convince your organization’s leadership how wrongheaded and stupid they are for RTO (Good luck…as a former senior leader in a few orgs both public and private…you better work on your argument). If you can’t adapt or convince your leaders of the error of their ways—quit and take your chances to find and compete for those remaining, but shrinking inventory of remote gigs out there.
I say all of this as a remote worker happily riding out the sunset of my career for a few more years in a lovely low stress non-management gig. I definitely don’t want to RTO, but if my company chose that route I know won’t have a good argument to counter because there isn’t one. I know and my leadership know that I can adapt and be just as productive at the office as I am at home…in short order.
