In a significant shift that signals the continued erosion of pandemic-era work arrangements, telecommunications giant Rogers Communications has announced a comprehensive return-to-office mandate requiring employees to work in-person five days a week starting September 2025. The directive, communicated through an internal memo obtained by CO24, marks one of the most stringent back-to-office policies among major Canadian corporations since the COVID-19 pandemic transformed workplace norms.
“The decision reflects our belief that in-person collaboration drives innovation and strengthens our corporate culture,” stated Rogers CEO Tony Staffieri in the memo addressed to the company’s 25,000 employees. “While remote work served us during unprecedented times, our competitive edge in this industry relies on the energy and collaboration that happens when we’re together.”
According to sources familiar with the decision, the policy applies to all corporate employees across Rogers’ Canadian operations with limited exceptions for roles specifically designated as remote positions. The company has invested approximately $80 million in renovating its Toronto headquarters and regional offices to accommodate the full return of its workforce.
The announcement has sparked mixed reactions among employees. An internal survey reviewed by CO24 indicates approximately 58% of Rogers staff preferred a hybrid model, with 27% favoring full remote work, and only 15% supporting a complete return to office. The company’s decision runs counter to these preferences, raising questions about potential impacts on employee retention in a competitive telecommunications industry.
Industry analysts note this move positions Rogers distinctly apart from competitors like Bell and Telus, which have maintained hybrid work arrangements. “Rogers is making a strategic calculation that in-person collaboration will deliver competitive advantages,” explains Dr. Anita Chopra, workplace strategy expert at the University of Toronto. “However, they’re taking a considerable risk in today’s talent market where flexibility has become an expected benefit rather than a perk.”
The Canadian telecommunications sector has experienced a 22% increase in job mobility over the past two years, according to CO24 Business research, suggesting Rogers may face challenges retaining talent unwilling to relinquish remote work flexibility.
Labor experts have raised concerns about the potential discriminatory impact of rigid return-to-office policies. “Blanket mandates disproportionately affect working parents, individuals with disabilities, and those with long commutes,” notes employment attorney Morgan Westfield. “Companies implementing these policies need to carefully consider accommodation requests to avoid potential human rights complaints.”
Rogers has announced plans to provide transition support, including subsidized childcare arrangements and commuter assistance programs during the initial three months of the mandate. The company also emphasized investments in workplace amenities including expanded fitness facilities, upgraded dining options, and redesigned collaboration spaces.
The telecommunications giant joins a growing list of Canadian corporations tightening remote work policies, though few have gone as far as mandating five days in-office. Recent Canada News reporting reveals approximately 38% of major Canadian employers now require at least three days of in-person work weekly, up from 24% in 2023.
As the Canadian economy continues its post-pandemic evolution, will corporate policies prioritizing in-person work succeed in fostering the innovation they promise, or will they trigger an exodus of talent seeking greater flexibility in an increasingly competitive job market?
