Forget Sunday scaries – what about RTO scaries?

You’ve probably felt that creeping dread before Monday rolls around, widely known as the ‘Sunday scaries’. But in recent years, in a world that has championed wellbeing and flexible working practices like never before, this end-of-weekend apprehension may have faded for some professionals.

Now, a new kind of workplace worry is taking hold: the ‘RTO scaries’. With sensationalised return-to-office news continuing to flood the headlines, this latest anxiety-inducing workplace trend is impacting a significant portion of the workforce. In fact, our Hays 2025 Working Well Report reveals that over a third (38%) of professionals say recent news stories about return-to-office (RTO) mandates have had a negative impact on their wellbeing.

So, what can employers do about their workforces’ growing concerns? And what should professionals do if these feelings are affecting their wellbeing?

Return-to-office fears are prevalent

Over four-in-five (84%) professionals who currently work in a hybrid way say it has positively impacted their wellbeing, according to our research. With more than half (54%) of survey respondents saying they often feel stressed at work, it’s no surprise that people aren’t keen to give up working from the comfort of their own homes if it goes some way to alleviating workplace stressors.

The prospect of costly commutes, coffee runs, and other expenses is also adding to the worries of many, with almost six-in-10 (59%) agreeing that financial concerns would make them less willing to work from the office more frequently. These feelings are especially common among the younger demographic, with this figure rising to 73% for workers aged 29 and under.

What to do if you’ve got the RTO scaries

Feeling uneasy about heading back to the office more often? Remember that you’re not alone and the best first step is to assess your situation. If your employer hasn’t announced any changes, you might find reassurance in knowing that only 8% are planning an RTO mandate in the next six months, according to our 2025 Employment Trends – Spring Update.

But if you know that return-to-office plans are on the horizon, it’s worth identifying what’s driving your anxiety. Is it the commute? Childcare? A disruption to your routine? Pinpointing the root cause can help you take practical steps to manage it. If you need to drop your children at school, for example, you might want to speak with your manager about other flexible working options that may be available, such as flexi-hours. Or, if the financial implications of a return-to-office are what’s worrying you most, you could ask your employer if they would be willing to offer any benefits to offset this.

Sometimes extra benefits may not be enough, though. If your organisation is moving toward a mandatory RTO that doesn’t align with your lifestyle, it might be time to explore new opportunities that better suit your preferred way of working.

Leaders should alleviate any misguided worries

Employers play a vital role in easing workplace anxiety around return-to-office mandates. Clear communication is key – uncertainty fuels worry, so keeping employees in the loop about future work arrangements can make a huge difference. If a return-to-office isn’t likely to be on the cards, sending a brief update confirming that there are no plans to change working patterns can prevent unnecessary speculation and spiralling worries.

It's important to remember that communication shouldn’t be a one-off. With RTO news continuing to hit the headlines, employees may become nervous if they haven’t received an update on hybrid working in a while. Instead, keep them informed through regular check-ins and transparent leadership messaging. This can also help create a long-term culture of trust and security.

Rolling back hybrid? Consider the risks

For organisations planning a return-to-office, it’s vital to first weigh the potential impact on employee wellbeing. Financial strain is one of the biggest concerns, especially among younger professionals. Offering support, such as subsidised travel, lunch allowances and childcare vouchers, can help soften the blow. But practical perks alone aren’t enough. Employers should actively seek feedback, stay open to dialogue, and ensure employees feel heard and supported throughout the transition.

Changes to working patterns affect more than just schedules – they can significantly influence employee morale, productivity and retention. So, before pulling back on hybrid options, employers should ask: does the reward truly outweigh the risk?

For more insights into the current state of workplace wellbeing and further expert recommendations, take a look at our Hays 2025 Working Well Report.