Many firms have developed and communicated hybrid work policies or guidelines for how their workers should split their time between working in the office and working from home. But as noted in this article, organizations are becoming more concerned about losing talent as workers express frustration with policies that center on where employees should work, rather than on work outcomes. Recently, a group of high-ranking Apple employees published an open letter to the company declaring their resignation in April after learning they’d need to commute to an office at least three days a week. Their letter offers counterpoints to the benefits of in-office work, such as “the serendipity that comes from bumping into colleagues in the office.” And while many companies are opting for some form of hybrid work, firms like Airbnb have communicated to their employees that they could work remotely indefinitely. Excerpts from a tweet by Brian Chesky, CEO of Airbnb, on remote work guidance to employees include: 1) You can work from home or the office—whatever works best for you. 2) You can move anywhere in the country, like from San Francisco to Nashville, and your compensation won’t change. 3) We’ll meet up regularly for team gatherings. Most employees will connect in person every quarter for about a week at a time (some more frequently). These tenets show strong support for remote work and communicate how compensation won’t be determined by geographic location—another highly discussed topic. It will be interesting to observe how firms’ remote and hybrid work policies shift over time and how these stances affect their ability to attract and retain top talent.