Remember when organizations started adding “Meeting-Free Days” to combat Zoom fatigue, or structured mental health breaks throughout the workweek?
Those same companies are now asking employees to embrace the joy of fluorescent lighting, daily commutes, and business-professional attire before 9 A.M.
With 73% of employers now requiring at least three days of in-office work, it’s safe to say workers are not responding enthusiastically. And yet, at the same time, 62% of those same individuals report profound feelings of loneliness—a problem that doesn't magically disappear when everyone's back at their desks.
As employees trade their 30-second home-office commutes for 90 minutes of traffic, they’re questioning whether their organizations actually understand their needs. This exact disconnect has created more failed office returns than successful ones—but what if the solution isn’t more perks, just the right ones?
Organizations seeing the smoothest transitions aren’t treating their return-to-office (RTO) strategies like a one-size-fits-all—they’re creating bespoke wellness accommodations as unique as their workforces.
Here lies a golden opportunity to pair the imposed return-to-office shift with tailored wellness perks that make employees’ lives easier—and maybe even a little more fun. Let’s explore our tried-and-true RTO handbook proven to create workplaces where people actually want to show up and engage in genuine moments of connection and growth.
Why Return-to-Office Plans Are Failing
For many companies, returning to the office marks the official end to pandemic-era work changes, which altered employee wellbeing as we know it. But welcoming today’s employees back isn’t as simple as offering gift baskets or desk chair upgrades.
As it stands, there's a persistent 22% gap between how employers and employees currently view workplace wellbeing accommodations. Leaders consistently rate mental health and wellbeing benefits more favorably than their teams do, but utilization of those resources is almost nonexistent.
To make matters worse, non-executive employees are nearly twice as likely to work from the office five days a week—yet they report twice as much work-related stress and anxiety.
And their work-life balance scores? They're over 40% worse than their bosses.
What's driving these failed RTO strategies? Recent studies suggest it's less about empirical evidence and more about mismatched control dynamics—or worse, using employees as scapegoats for poor company performance.
The evidence is clear—companies focusing solely on individual wellness interventions while ignoring toxic workplace factors see weaker improvements in burnout, mental health, and morale, making the RTO transition that much harder. As a result, organizations create a vicious cycle where artificial and unsympathetic behavior leads to burnout, burnout drives intent to leave, and turnover costs skyrocket.
How Thoughtful Wellness Benefits Ease the RTO Transition
Organizations getting return-to-office right aren't the ones with the firmest mandates—they're the ones with the most thoughtful wellness programs.
When organizations stop fighting employee resistance and start addressing the root wellness causes, remarkable things happen:
- Improved employee satisfaction and retention. 87% of employees stay with employers longer when they’re given comprehensive wellness benefits that are tailored to their lifestyles. For small and medium-sized businesses, the impact is even clearer—45% of employees say wellness programs would make them stay with their employers longer, even if they had to work in-office.
- Happier workplace culture. Culture beats policy every time when it comes to making employees genuinely excited about office work again. The magic happens when wellness becomes woven into daily interactions—through performance recognition, celebrations, and alignment with company values.
- Transparency leads to unbreakable bonds. Leadership sets the tone when setting the mood for returning to the office. When executives openly discuss their own wellness practices—whether taking time for family, utilizing mental health resources, or maintaining work-life boundaries—they establish wellness, work-life balance, and psychological safety as top priorities for the rest of the organization.
Wellness Benefits That Make In-Person Work Worth It
Organizations that emphasize wellness-centered cultural elements in their return-to-office plans watch resistance transform into engagement.
How? It all starts with finding out exactly what gets employees excited about coming back to the office. (Spoiler alert: it’s not fancy coffee machines or ping-pong tables—it's benefits that actually solve real-life problems.)
At WellRight, we’ve helped dozens of organizations crack the code on what their employees need to thrive during a RTO transition. Based on our conversations, we’ve compiled four of the most significant amenities that start employees off on the right foot.
1. Mental Health Support and Stress Management
Transitioning in-office is tough on everyone—employees and managers included. And when one in three employees say returning to the office negatively impacts their mental health, the solution isn’t to overload them with tools—it’s to find the right solutions for their unique challenges.
According to the World Health Organization, every dollar spent addressing specific mental health issues returns $4 in improved workplace health and productivity. On top of offering thoughtful and personalized solutions for managing stress and burnout, it’s important to arm managers with the education, resources, and training they need to effectively support employees’—and their own—mental health.
💡 Pro Tip: Unclear return-to-office mandates can sometimes lead to mistrust and disengagement, so ensure all relevant communications, education, and documents are shareable and accessible to every member of the organization.
2. Commuter Support to Ease the Return Transition
Nothing kills office enthusiasm quite like sticker shock at the gas pump or train station.
Pre-tax commuter benefits let employees set aside up to $325 monthly for transit and another $325 for parking—completely tax-free. That's real money back in their pockets, not just a nice gesture.
The beauty of these programs lies in their flexibility. Traditional monthly transit passes don't work when someone's only coming in three days a week, but commuter benefit funds stick around with no expiration date.
In our experience, organizations offering commuter assistance natively in their wellness platforms enjoy higher retention rates and program engagement because employees recognize when their daily challenges are being directly addressed.
3. Caregiver Assistance for Work-Life Balance
Here's the reality—nearly half of workers would quit or start job hunting if forced back full-time. For working caregivers, the math is simple—if child or eldercare costs more than they make, staying home wins every time.
Organizations offering on-site daycare or partnerships with nearby care centers see immediate improvements in both attendance and productivity. With pandemic-era dependent care funding drying up, employers are getting creative with FSA contributions that provide extra support for lower-income workers.
For example, child care benefits can include a marketplace to help employees find background-checked child caregivers, 1:1 support from child care experts, and discounts on child care tuition, and subsidized backup care programs to help employees fill gaps in care routines.
4. Social Wellness Initiatives to Rebuild Community
After years of remote work, rebuilding genuine workplace relationships takes intentional effort. But workplace communities built around shared interests create belonging and purpose, with a majority of employees saying the office plays a crucial role in feeling connected.
The most effective programs—volunteer opportunities, structured networking events, and interest-based groups—strengthen culture by building genuine connections and friendships. When done right, these initiatives make the office feel less like a requirement and more like a community people want to join.
Breaking Up With Remote Work: How to Smooth the Transition
Companies implementing thoughtful wellness initiatives don't just see better retention numbers. They watch workplace culture improve, employee satisfaction soar, and business outcomes strengthen.
When wellness benefits address real concerns—from commuting costs to childcare challenges—employees stop viewing office returns as punishment and start seeing it as authentic support. Organizations ready to make return-to-office successful need wellness programs that address specific employee concerns while building stronger workplace culture.
Ready to turn your return-to-office challenge into a competitive advantage? Our wellness experts can help you design programs that address real employee needs while advancing your business goals.
