This action has a disproportionate impact on women and minority groups. These groups are more likely to experience microaggressions and discrimination in an in-person workplace, which has impacts on productivity and decreases the likelihood that they will experience the typical benefits of in-person work. They are also more likely to carry childcare and eldercare responsibilities. This difference is also reflected in the lower satisfaction of return-to-work experiences for women, compared with men. Additionally, access to remote work has been correlated with a greater likelihood to exercise, which has an impact on health outcomes. However, in circumstances where exceptions are made on a case-by-case basis, such as through this Return to In-Person Work memorandum, research shows that men have historically been more likely to have access to remote work, which also suggests gender inequity in access to activities that support health and that enhance social and community contexts which are Social Determinants of Health.
A written policy statement issued by a government agency or executive official that provides guidance, clarification, or direction on implementing laws or policies. Memos do not have the force of law but can influence policy interpretation and enforcement.
Who It Impacts: Federal agencies, policymakers, and sometimes regulated industries. Memos can shape how agencies enforce laws, impacting businesses, healthcare providers, and other stakeholders.
Who Is Not Impacted: Memos do not create binding legal requirements for the general public, though they can influence enforcement priorities that indirectly affect individuals and organizations.
Summary
This memorandum terminates all remote work arrangements and returns all federal employees to full-time in-person work. Department and agency heads have leeway to make necessary exceptions.
Impact Analysis
Legal Challenges
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Take Institutional Action
- Advocate for flexible work schedule arrangements, even if they must be in-person.
- Deliberately nurture and create opportunities for employees to grow, learn and collaborate, particularly across gender and group differences.
- Adopt a mindset of having open and transparent conversations about the tradeoffs of in-person work to see how there might be ways to address those tradeoffs while still being in-person. This can happen even if employees have returned to the office for some time.
- Build systems that prevent the penalization of those who need to take paid time off for family care duties. Ensure they still have access to the same advancement opportunities.
Associated or Derivative Policies
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Policy Prior to 2025
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Additional Resources
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