Surprising no one but the mgmt teams…
Unispace found that nearly half (42%) of companies with return-to-office mandates witnessed a higher level of employee attrition than they had anticipated. And almost a third (29%) of companies enforcing office returns are struggling with recruitment. In other words, employers knew the mandates would cause some attrition, but they weren’t ready for the serious problems that would result.
Meanwhile, a staggering 76% of employees stand ready to jump ship if their companies decide to pull the plug on flexible work schedules, according to the Greenhouse report. Moreover, employees from historically underrepresented groups are 22% more likely to consider other options if flexibility comes to an end.
In the SHED survey, the gravity of this situation becomes more evident. The survey equates the displeasure of shifting from a flexible work model to a traditional one to that of experiencing a 2% to 3% pay cut.
California has the warn act which is supposed to mandate an employer to either provide notice or give 90 days compensation. It’s not always followed and not always applicable, but it’s similar to what you’re talking about.
In our case it’s slightly better for the employee though, because nobody can force you to continue working here. It’s customary to give two weeks though, and that’s generally followed so that you can use previous employers as a reference.