RTO: WTAF Overview Microsoft recently announced a Return To Office (RTO) mandate starting February 2026 for employees within a 50-mile radius of their Redmond headquarters, with further office locations to follow. This mandate comes amidst broader industry trends where companies enforce RTO policies, often causing controversy and employee dissatisfaction. Critical Perspective on RTO Mandates The author critiques RTO mandates as a poor managerial tactic used by companies to control employees or subtly push them out without resorting to layoffs. The official rationale often denies intentions to reduce headcount, which the author views skeptically. Common Justifications for RTO and Rebuttals: “We just loooove to control people”: Viewed as a negative, manipulative reason. “We don’t trust our staff”: The author argues this reflects poor hiring or management, not employee failure. “We don’t think people do their best work from home”: Refuted by the success of remote work during COVID lockdowns. “We think people need to be in-person for full collaboration”: Inconsistent if companies keep remote workers who presumably can’t fully collaborate. Human and Environmental Costs RTO policies ignore human factors like mental health challenges related to commuting, crowded transit, and stressful office environments. Many workers prefer or need remote work options for personal wellbeing. Mandating office presence contradicts environmental policies due to increased commuting emissions. The author accuses companies with mental health or environmental commitments that still enforce RTO of being dishonest. Consequences for Workforce and Company Culture Removing worker agency and forcing office attendance risks losing skilled and experienced employees. Trust is a crucial factor for retaining talent; RTO mandates damage this trust. Leadership enforcing outdated practices may undermine company innovation and reputation. Summary The article provides a sharp critique of mandatory Return To Office policies, arguing they: Are often thinly veiled attempts to coerce employees or reduce payroll. Ignore proven effectiveness of remote work. Harm employee mental health and financial wellbeing. Contradict environmental and mental health commitments. Ultimately risk driving away valuable talent and hurting company culture. Author & Metadata Author: Andrew Cameron Date: September 17, 2025 Reading time: Approximately 7 minutes Source: Words Right Man newsletter --- This summary captures the core arguments and insights from the original article titled "RTO: WTAF" by Andrew Cameron, critical of Return To Office mandates and their impacts on employees and companies.