Return-to-office (RTO) mandates are in full swing for 2025, reshaping how companies operate and employees work. With Trump’s executive action requiring all federal employees to return to the office and major corporations like Amazon, JPMorgan Chase, and Starbucks announcing similar policies, RTO is no longer a theoretical shift—it’s here.
This new era presents a pressing challenge for HR leaders and employers: the sharp increase in workplace accommodation requests, especially for remote and hybrid work. The question isn’t if these requests will come but how companies will respond.
Remote work became one of the most common accommodation requests during the pandemic, particularly for individuals managing chronic health conditions, caregiving responsibilities, or mental health challenges. In 2025, with RTO policies in full effect, this trend is expected to intensify.
A recent HR Brew article highlighted Amazon’s strict new process for disabled employees seeking remote work accommodations. This policy, which requires a multi-level executive review of an employee’s disability and the need for remote work, has been criticized by disability advocates. Employees may need to provide extensive medical documentation and even work in the office for up to a month to prove their need for accommodation.
As one advocate, Meg O’Connell of Global Disability Inclusion, noted: “The problem with eliminating all remote work is that you’re hindering people with disabilities from being gainfully employed, or a large population of them.”
O’Connell’s words ring true. Remote work has been a key driver of record employment for disabled individuals, but overly burdensome or invasive processes can create distrust, disengagement, and, ultimately, attrition.
A striking statistic illustrates the generational shift in workplace expectations: 42% of Gen Z employees have requested an accommodation, compared to just 13% of Baby Boomers. Gen Z is vocal about their needs, particularly around mental health, work-life balance, and neurodivergence.
For many in this generation, remote work is not just a preference but a necessity. The flexibility it offers allows them to manage anxiety, ADHD, and other challenges effectively. As companies enforce RTO, leaders should anticipate an uptick in accommodation requests from this values-driven cohort.
The challenges of RTO extend beyond Gen Z to a wide range of employees:
So, how can companies navigate the complexities of RTO while supporting employees?
Here’s the truth – rigid RTO policies risk alienating employees, particularly those with disabilities. But there’s another way forward. Companies that embrace flexibility, transparency, and inclusivity can turn the RTO challenge into an opportunity to strengthen their workforce and build trust.
The reality of RTO doesn’t have to mean the end of remote work. For many employees, it’s a lifeline. And for forward-thinking companies, supporting accommodations isn’t just the right thing to do—it’s a strategic advantage.
Are you prepared for the wave of RTO accommodation requests? Contact Disclo today to learn how we can help your company navigate this pivotal moment with compassion, compliance, and care.
RTO mandates for 2025, including Amazon’s strict policies, are driving a surge in accommodation requests, especially for remote work. Gen Z leads the trend, with 42% asking for accommodations, alongside working parents, those with long COVID, and disabled employees.
Return-to-office (RTO) mandates are in full swing for 2025, reshaping how companies operate and employees work. With Trump’s executive action requiring all federal employees to return to the office and major corporations like Amazon, JPMorgan Chase, and Starbucks announcing similar policies, RTO is no longer a theoretical shift—it’s here.
This new era presents a pressing challenge for HR leaders and employers: the sharp increase in workplace accommodation requests, especially for remote and hybrid work. The question isn’t if these requests will come but how companies will respond.
Remote work became one of the most common accommodation requests during the pandemic, particularly for individuals managing chronic health conditions, caregiving responsibilities, or mental health challenges. In 2025, with RTO policies in full effect, this trend is expected to intensify.
A recent HR Brew article highlighted Amazon’s strict new process for disabled employees seeking remote work accommodations. This policy, which requires a multi-level executive review of an employee’s disability and the need for remote work, has been criticized by disability advocates. Employees may need to provide extensive medical documentation and even work in the office for up to a month to prove their need for accommodation.
As one advocate, Meg O’Connell of Global Disability Inclusion, noted: “The problem with eliminating all remote work is that you’re hindering people with disabilities from being gainfully employed, or a large population of them.”
O’Connell’s words ring true. Remote work has been a key driver of record employment for disabled individuals, but overly burdensome or invasive processes can create distrust, disengagement, and, ultimately, attrition.
A striking statistic illustrates the generational shift in workplace expectations: 42% of Gen Z employees have requested an accommodation, compared to just 13% of Baby Boomers. Gen Z is vocal about their needs, particularly around mental health, work-life balance, and neurodivergence.
For many in this generation, remote work is not just a preference but a necessity. The flexibility it offers allows them to manage anxiety, ADHD, and other challenges effectively. As companies enforce RTO, leaders should anticipate an uptick in accommodation requests from this values-driven cohort.
The challenges of RTO extend beyond Gen Z to a wide range of employees:
So, how can companies navigate the complexities of RTO while supporting employees?
Here’s the truth – rigid RTO policies risk alienating employees, particularly those with disabilities. But there’s another way forward. Companies that embrace flexibility, transparency, and inclusivity can turn the RTO challenge into an opportunity to strengthen their workforce and build trust.
The reality of RTO doesn’t have to mean the end of remote work. For many employees, it’s a lifeline. And for forward-thinking companies, supporting accommodations isn’t just the right thing to do—it’s a strategic advantage.
Are you prepared for the wave of RTO accommodation requests? Contact Disclo today to learn how we can help your company navigate this pivotal moment with compassion, compliance, and care.
