Remote work is here to stay, notwithstanding employers' efforts to return to pre-pandemic normalcy with either hybrid return-to-office policies or full-time in-person mandates. The debate regarding return to office (RTO) policies focuses on either the need for in-person work to build company culture or encourage employee collaboration, training, and productivity, or the arguments against RTO mandates, including increased employee expense for travel, meals, and child care and pet care services, need for flexibility in start/end times, and negative impact on work-life balance. This article does not take a position on either side of the debate. Rather, this article focuses on some of the employment laws and issues implicated by RTO mandates. Where the workforce comprises mostly at-will employees, who can be terminated for any lawful reason, at any time, employers enjoy broad discretion to set and change workplace policies. However, circumstances exist where an employer's rigid application or unilateral implementation of RTO policies creates legal risk.