New Dell Return-To-Office Strategy: Potential Impact On Remote Workers | Fortune

Workforce Trends

Organizations continue to announce updates to their return-to-office (RTO) mandates, encompassing changes such as increasing the number of required in-office days, restricting specific days to work remotely, and incorporating workers’ compliance with RTO mandates into their performance reviews. One organization that continues to receive much attention from its most recent RTO announcement is Dell Technologies, which informed workers that they are being categorized into two main groups: remote and hybrid. Hybrid workers must agree to work from an “approved” Dell office at least 39 days each quarter (equivalent to three days per week). Remote classified workers, while exempt from the RTO policy, will not be considered for promotions or be able to change roles unless they are reclassified as “hybrid onsite.” This new Fortune article raises concerns about the potential legal ramifications of this practice, particularly regarding discrimination under laws such as the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act. The policy change could disproportionately affect women and individuals with disabilities. This post is not about singling out Dell and its RTO policy. It is more about drawing attention to the multi-faceted components of RTO mandates and their potential unintended consequences. In case you missed it, here’s my document summarizing the RTO updates of 11 organizations.