Most US employees won’t go back to the office, survey shows

Writer: Mirella Franzese

October 2025 — The majority of U.S. workers plan to leave their jobs if required to return to offices, according to a new report. Despite increasing resistance to in-person work, some of America’s largest corporations are doubling down on office space and collaborative environments to attract talent — but many now face renewed hiring challenges and increased competition. 

According to The FlexJobs 2025 State of the Workforce Report, 76% of employees said they would quit if forced back to in-person work, based on a survey of 3,000 professionals in the United States. That represents a 20% increase from the previous year. 

By comparison, just 2% of workers surveyed prefer working in an office full-time to remote or hybrid. 

For FlexJobs career expert Toni Frana, growing resistance to in-person work is unsurprising, especially given the perks of work-life balance, flexibility, and cost savings.

Yet major tech and finance corporations continue to push for in-person work. 

“Remote and hybrid work remain popular due to cost savings in areas like real estate. However, many companies are realizing the downsides: loss of connectivity, innovation, and collaboration,” said Troy McLellan, president and CEO of the Boca Raton Chamber of Commerce, in an interview with Invest:. “This has led larger employers to encourage or mandate a return to the office.”

Big names like Bank of America, Verizon, Amazon, Intel, and Microsoft have all issued public return-to-office mandates.

JPMorgan Chase is among the latest additions to the list. The bank recently announced the opening of a new $3 billion headquarters in Manhattan in an effort to recruit employees through flexible workspaces, smart technology, and advanced infrastructure. In fact, the tower is expected to house up to 10,000 workers — but getting them back in may not be quite so easy.

While JPMorgan Chase continues to invest billions of dollars in office renovations and expansions across the United States, other Fortune 500 companies are betting on a hybrid work schedule to attract talent. 

According to Build Remote’s database — which tracks every publicly stated “return-to-office” policy — 83% of Fortune 500 companies employ a hybrid approach. By comparison, just 12% are office-first.

The majority of American workers prefer hybrid setups, according to Wendy Brooks, senior manager of corporate partnerships at Genesys Works, a nonprofit organization that offers career pathways for underserved high school students.

“Before the pandemic, in-office work was the default. Then in 2020, everything went remote. By 2022, hybrid models started to emerge, and they’ve remained the standard,” Brooks told Invest:. “Hybrid work is likely here to stay. Many have found remote work to be more productive.”

The challenge is that industry adoption still varies widely, especially in sectors like legal and hospitality, where there is heightened demand for the return to the office. This can make hiring more difficult. 

“The desire for remote work means that we have had to work harder to find employees who understand how important it is for them to primarily work in our offices,” said Gary Botwinick, co-managing partner at the legal firm Einhorn, Barbarito, Frost, Botwinick, Nunn & Musmanno PC, in an interview with Invest:. 

However, as Botwinick notes, working in an office is essential for training and upskilling young talent. “Certainly, for younger attorneys, they must be in the office so they can be properly mentored.”

Still, most employees struggle to adapt after years of remote work and flexible lifestyles, McLellan said, which can put undue stress on entire industries.

“Certain positions are challenging to recruit for,” added Joanna Sanchez, general manager at the W Hoboken hotel. “Over the past few years, people have been looking for more flexible, remote-type work. In hospitality, we are a 24/7 business that requires in-person work. Competing with other businesses that do offer a remote or hybrid schedule can be a challenge,” Sanchez told Invest:.

To bridge this “remote” divide, multinational law firm Ogletree Deakins is advising clients on maintaining connection and culture even through physical distance.

“Physical distance can lead to disengagement, so we advise clients to create intentional opportunities for interaction. For example, some companies host virtual happy hours or offer incentives like free meals for in-office attendance to encourage in-person collaboration. The critical factor is intentionality,” said Ogletree Deakins’ Office Managing Shareholder Luther Wright, in an interview with Invest:. 

Activities such as structured team-building and open communication channels can help with cohesion, as Wright noted, which remains a challenge for both online and in-person teams.

“Whether employees are remote, hybrid, or fully in-office, companies must actively foster connections … proximity alone does not guarantee engagement. Success depends on deliberate efforts to build relationships and align team members around shared goals, regardless of their physical work environment,” said Wright.

Firms like Smolin are finding ways to meet the needs of their employees through key investments in tech and infrastructure, which allow for different modes of work. 

“Many professionals now seek hybrid or fully remote work arrangements,” Smolin CEO Paul Fried told Invest:. “This shift has forced businesses, including our clients, to invest heavily in IT infrastructure to accommodate remote work. At Smolin, we have made substantial investments in our IT systems to ensure seamless remote operations.”

Education leaders are likewise preparing for the continued shift to remote and hybrid models. “We’ve adapted accordingly,” added Brooks. “Our students are trained to succeed in both remote and in-person environments.”

Want more? Read the Invest: reports.