Microsoft is requiring employees to return to the office for a minimum of three days a week, starting in early 2026. The transition will occur in three phases, beginning with employees in the Seattle area who live within 50 miles of a Microsoft office. This initial phase is slated to begin in February 2026. Following this, the change will expand to other U.S.-based employees and then to employees outside the U.S.. Timelines for the second and third phases are expected to be announced soon.

According to Amy Coleman, Microsoft's chief people officer, the decision is driven by the company's need to maintain a competitive edge in the age of AI. Coleman stated that teams achieve better outcomes when they collaborate in person, citing the "energy and momentum that comes from smart people working side by side, solving challenging problems together". Microsoft believes that in-person collaboration is crucial for building world-class technology and driving innovation.

Employees who want to request an exception to the new policy have until September 19, 2025, to submit their requests. Some groups may also "deviate" from the company-wide expectations, potentially requiring employees to be in the office more than three days a week. Possible grounds for exception include employees who don't have teammates, stakeholders, or clients at their assigned office, or those with unusually long or complex commutes.

The move reflects a broader trend among tech companies to roll back remote work policies implemented during the COVID-19 pandemic. While companies initially embraced remote work due to safety concerns, many are now emphasizing the benefits of in-person collaboration. Amazon, for example, has already begun mandating employees to return to the office.

Some Microsoft employees have expressed concerns that the return-to-office mandate could be a form of "stealth layoffs," with the company hoping some employees will voluntarily leave their roles rather than return to the office.

For non-unionized employees in Ontario, Alberta, and British Columbia (BC), Canada, Microsoft cannot mandate a return to the office if they have been working remotely for an extended period and that arrangement has become permanent. In such cases, employees may have grounds for a constructive dismissal claim if in-person work wasn't part of their original role, or if a remote arrangement has been in place for years. Employees may also have RTO protections if they need accommodation for a disability or medical issue, or if they are refusing based on a protected human right, such as care-giving responsibilities or health and safety concerns.