Modern Health’s new workplace report finds 70% of employees have RTO anxiety, yet 85% say it  strengthens culture and collaboration when done well; working moms and “sandwich generation” caregivers most likely to quit without appropriate support

A new report from Modern Health, a leading global workplace mental health platform, reveals that while full-time, Return-to-Office (RTO) mandates remain one of the most polarizing issues, they also represent one of the most promising opportunities for companies to reexamine their workplace culture and the level of support and resources they’re providing to their employees.

RTO Can Strengthen Workplace Culture and Well-being When Done Right

Modern Health’s latest research shows that when RTO is implemented thoughtfully and backed by a flexible, supportive framework, employees overwhelmingly agree that it can work. In a national survey of 1,000 full-time U.S. employees aged 30–65, 91% said RTO succeeds when leaders prioritize work-life balance and flexibility, and 88% said it’s more successful when companies provide strong support systems, including mental health resources.

Still, the findings highlight that the transition can bring challenges. Seventy percent of employees reported feeling heightened anxiety about the shift, with stress levels particularly high among working parents and those caring for both children and aging relatives — the “sandwich generation.” These groups report greater strain and a need for additional support to make RTO sustainable and effective.

The data reveals a positive path forward. Nearly seven in ten employees (69%) say their current setup -- whether in-office, hybrid, or remote -- matches where they feel most productive. Eighty-five percent say returning to the office has strengthened collaboration and culture, and 84% believe it helps reduce loneliness and disconnection at work. For 81%, the key to making RTO work is having a voice in how it’s designed.

“Our findings make one thing clear: employees aren’t rejecting the office, they’re rejecting directives without intentional design,” said Matt Levin, CEO of Modern Health. “When organizations implement a RTO culture and framework that responds to employees’ needs, including flexibility and proper support, it can actually reignite a sense of purpose, belonging, and connection. The difference between stress and success in RTO comes down to how people are supported in their workplace settings.”

RTO Mandates Risk Exacerbating Long-Standing Gender Inequities

The study also exposes how RTO mandates are disproportionately burdening working parents, especially mothers, as well as the sandwich generation:

• 71% agree RTO mandates are usually planned without the right level of support for mothers; 72% of male respondents agree with this sentiment.
• 74% believe RTO makes it harder for working mothers to stay in the workforce.
• 69% say RTO disadvantages mothers more than fathers.
• 57% of working parents would rather take a pay cut than return to the office full-time; that number rises to 64% amongst those in the sandwich generation.

Among working moms, the imbalance is even starker: 64% report carrying a greater share of household and childcare responsibilities than their partner or spouse, with nearly half (49%) saying they shoulder most of the mental and emotional load at home, compared to just 4% of partners/spouses.

“RTO mandates are exposing the cracks in how our workplaces support women,” said Dr. Jessica Watrous, Chief Clinical Officer at Modern Health. “A majority of working mothers are carrying the dual physical and mental load of professional and caregiving responsibilities, and without intentional flexibility and access to support, they’re being pushed to their breaking point. Companies that ignore this reality risk accelerating burnout and driving experienced women out of the workforce.”

The picture is equally urgent for the sandwich generation, who report the steepest declines in well-being. Eighty-four percent say their mental health has suffered, and 74% have considered reducing hours or leaving the workforce entirely. 40% of this group stated they would find a new job or quit if forced to return to the office full-time. These employees lose an average of 18 hours each week—more than two full workdays, or nearly a month of productivity each quarter—due to distraction or missed work tied to family mental health needs.

Family Mental Health: The Next Frontier in Retention

Modern Health’s new report reveals that family well-being is one of the most powerful—and overlooked—drivers of workforce performance and retention. More than three-fourths (76%) of working parents are struggling to balance work and parenting obligations -- rising to 86% among the sandwich generation -- and that lack of balance may contribute to mental health concerns like stress and anxiety.

For employers, the costly impact on business is clear. Six in 10 working parents say stress or burnout has caused them to make mistakes at work. Overall, working parents report losing an average of 13 hours per week — more than four months of lost productivity each year — to distraction, stress, or missed work tied to their children’s mental health needs.

Yet, there is a significant opportunity for employers to respond. Beyond offering more logistical support, extending mental health benefits to an employee’s family, including their children, is a major driver of loyalty and retention. An overwhelming 85% of employees -- and 90% of the sandwich generation -- say employers should offer benefits and resources that specifically support the mental health of themselves and their families, but 61% say their employer doesn’t or they’re not aware of such coverage.

Among those without access, nearly 80% say family-inclusive mental health benefits would make them more loyal to their company, 65% would consider switching jobs for them, and 74% would even trade one day of PTO each month in return for receiving them.

“As return-to-office policies intersect with family and caregiving demands, employers have a critical opportunity to rethink how to create a successful work environment,” said Alison Borland, Chief People and Strategy Officer at Modern Health. “Employees are telling us RTO can work — and even strengthen culture — when it’s designed with empathy, flexibility, and support in mind. Now is the time for leaders to be intentional: to listen, to design for the full spectrum of employee experiences, and to invest in programs that meet people where they are. Doing so isn’t just good for people, it’s essential for performance and retention.”

To learn more, download the full report here.

About Modern Health

Modern Health is a global leader in adaptive mental health care, dynamically offering multi-modal mental health support that delivers meaningful outcomes at a sustainable, predictable cost. With therapy, psychiatry, coaching, community groups, self-guided tools, and crisis support we dynamically create individualized care journeys to address a spectrum of mental health needs and preferences with culturally responsive providers in 200+ countries and territories and 80+ languages. Backed by peer-reviewed research and a proprietary blend of technology and live support, Modern Health delivers measurable outcomes, globally equitable access, and sustainable pricing. Our industry-leading Adaptive Care Model and dedicated, human centered, operationally tuned, customer success partners make us a trusted partner for organizations worldwide.

Visit us at http://modernhealth.com to learn how we can help you optimize your people and your business.

Methodology

Modern Health commissioned this scientific random sample of 1,000 full-time U.S. employees aged 30–65. This group was surveyed on October 21, 2025. All respondents are currently employed for wages, confirmed by consumer-matched data. Sampling was calibrated to obtain a representative demographic sample aligned with U.S. workforce statistics. DKC Analytics conducted and analyzed this survey with a sample procured using the Pollfish survey delivery platform, which delivers online surveys globally through mobile apps and the mobile web along with the desktop web. No post-stratification has been applied to the results.

View source version on businesswire.com: https://www.businesswire.com/news/home/20251117689458/en/

“Our findings make one thing clear: employees aren’t rejecting the office, they’re rejecting directives without intentional design,” said Matt Levin, CEO of Modern Health.