Employers have introduced various incentives like free food, on-site yoga, and concerts to lure employees back to the office, but some are now going a step further by linking in-person office attendance to performance reviews.

Google, JPMorgan, Davis Polk, Meta, and Amazon are among the companies implementing such policies. This return to emphasizing attendance may seem predictable, given our longstanding belief in the importance of showing up, from school to the workplace.

Despite the success of flexible arrangements during the pandemic, attendance remains a central metric.

This raises the question of whether work is about getting tasks done or merely looking like you are. Some argue that in-person collaboration is more innovative and productive, while others see it as a way for employers to reassert control.

However, mandatory attendance policies can disproportionately affect certain groups, such as parents, people with disabilities, and those with long commutes. For them, returning to the office poses logistical and emotional challenges. The pandemic showed that remote and hybrid work arrangements can lead to happier, more productive employees and increased diversity in the workforce.

Despite mounting evidence in favor of remote work, the emphasis on attendance remains entrenched due to job security concerns and the persistence of proximity bias, which favors those physically present. But some employees are pushing back, choosing not to return to the office full-time or even quitting rather than complying with mandates.

Forcing employees back into the office could backfire, creating a culture of surveillance and distrust rather than collaboration

. Some are advocating for a reduced emphasis on attendance, both in the workplace and in educational settings.

The rigid adherence to mandatory attendance policies risks missed opportunities, reduced productivity, and lower employee satisfaction, as it prioritizes physical presence over actual performance.