The Hidden Tactic of Soft Layoffs: Eliminating Remote Work to Push Employees Out
Tech Layoffs
As remote work transformed the workplace during the pandemic, many employees adjusted to a new, flexible lifestyle. However, a growing number of companies are now reversing course, mandating a return to the office, and for some, this shift is not just about "rebuilding culture" or "enhancing productivity." It can be part of a broader, more subtle strategy: soft layoffs.
By eliminating remote work and forcing employees back into the office, companies can make working conditions undesirable enough to push employees to quit—without having to fire them or offer severance packages.
What Are Soft Layoffs?
Soft layoffs refer to the process by which companies create uncomfortable or inconvenient working conditions, hoping employees will resign on their own. This avoids the financial and reputational costs of traditional layoffs, while reducing staff levels in a more discreet manner.
One of the most effective ways companies are doing this now is by taking away the remote work options employees have grown accustomed to.
How Eliminating Remote Work Functions as a Soft Layoff Strategy
1. Forcing Lifestyle Changes
Many employees have reorganized their lives around remote work—moving to more affordable locations, balancing childcare or other family responsibilities, or simply enjoying the flexibility. Mandating a full return to the office forces employees to disrupt those new arrangements, which can lead to increased dissatisfaction.
Example: An employee who moved to a different city during the remote work era now has to face an expensive and time-consuming commute or potentially uproot their family to comply with the new mandate.
Result: Employees frustrated by the return to commuting and rigid office hours may choose to quit rather than make such major adjustments.
2. Financial Strain on Employees
For many workers, remote work has saved thousands in commuting, meals, and office-related expenses. Going back to the office means these costs return, adding financial pressure on employees who may already be dealing with rising living costs.
Example: A tech contractor who had no travel costs during remote work now has to pay for gas, public transportation, or parking. This additional financial burden can make staying with the company feel less worthwhile.
Result: Instead of continuing to pay out-of-pocket for these costs, employees may look for other opportunities that offer remote flexibility.
3. Reducing Flexibility and Work-Life Balance
Remote work has provided many employees the ability to better balance work and personal life. Taking this flexibility away—especially when it’s clear that the work can be done remotely—signals that the company values rigid control over employee well-being.
Example: A parent who structured their workday around family commitments now finds it impossible to manage both full-time office work and their home life.
Result: Frustrated with the lack of work-life balance, these employees may start looking for more flexible job opportunities, leading to voluntary resignations.
4. Targeting Specific Employees
While on the surface, a full return to the office policy applies to everyone, it disproportionately affects certain groups of employees—particularly those who’ve embraced remote work more fully, or those who rely on the flexibility due to health conditions, family needs, or geographical relocation.
Example: A company may know that certain employees relocated to far-off regions or have long commutes, making it difficult or impossible for them to return to the office full-time. This essentially forces those employees into an uncomfortable choice: quit or completely upend their lives.
Result: Employees in these groups are often the first to leave, achieving the company’s goal of reducing headcount without issuing formal layoffs.
5. Creating a Subtle "Us vs. Them" Divide
In some cases, companies might allow some senior-level employees to remain remote while mandating in-office work for everyone else. This creates an unequal, frustrating environment where some workers feel unfairly treated, fostering resentment.
Example: Senior management continues to work remotely while requiring all other staff to be in-office five days a week, creating a divide between leadership and the broader workforce.
Result: This inequality can drive a wedge between employees and the company, pushing them to leave for organizations that offer fairer policies.
What You Can Do If You're Facing a Forced Return to the Office
If your company is implementing a return to office mandate that feels like a push to make you quit, there are steps you can take:
Negotiate for Flexibility: Before deciding to quit, see if there’s room for negotiation. Can you arrange a hybrid schedule or reduced office hours that would still meet the company’s needs while offering some level of flexibility?
Reassess Your Options: Use this situation as an opportunity to explore new roles. Many companies continue to offer remote and hybrid options, especially in the tech industry. Start networking and looking for positions that better align with your work-life balance.
Document Your Experience: If you believe your employer is using soft layoffs to avoid formal terminations, document the changes in policies and how they’ve affected your ability to work. This could be helpful if you need to discuss exit terms or legal protections later on.
Evaluate Long-Term Career Goals: Ask yourself if the company’s values align with your own. Do you want to stay with an organization that is unwilling to support remote work? If not, this might be the push you need to find a better fit elsewhere.
Recognizing Soft Layoffs Through Office Mandates
The elimination of remote work can be a subtle but powerful tactic for soft layoffs, as it pressures employees to leave without the company having to take direct action. By recognizing these tactics and understanding your own priorities, you can navigate the situation with your career and well-being intact.
Stay informed, stay prepared, and make sure you're in control of your career, whether remote or in the office.
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