Employers Beware: There Are Rising Legal Risks Of Rigid RTO Policies

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Employers Beware: There Are Rising Legal Risks Of Rigid RTO Policies

Inflexible RTO mandates not only risk alienating key segments of the workforce, but also invite a host of legal challenges.

By #FutureOfWorkVoice Dr. Gleb Tsipursky

• The insistence of employers on a full return to the office, without considering individual circumstances, could lead to a surge in legal issues — particularly discrimination claims.?
• Companies need to make wise decisions and avoid biases in considering individual employee circumstances, including disability, age, and parental responsibilities, to navigate this new legal landscape successfully.?
• The EEOC has recently published important updates in its guidance that addresses the nuances of remote work and discrimination.

Are employers walking into a legal storm by enforcing rigid return-to-office (RTO) mandates? The post-pandemic era presents a unique challenge as employers grapple with shifting workforce dynamics. The insistence on a full return to the office, without considering individual circumstances, could lead to a surge in legal issues, particularly discrimination claims. This concern is not mere speculation; it’s a reality backed by a significant uptick in workforce discrimination charges.

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