While the COVID-19 pandemic raged in the outside world, workers shifted to a “pandemic-proof” mode by working from home, intercepting the spread of the virus. Unexpectedly, the phenomenon breathed new life into remote work and since then there has been no looking back. However, with the current return-to-office (RTO) policy, remote workers are being called back to their on-site desks. 

CNBC published a research article that remote workers who return to the office stand to earn up to 30% more than their remote counterparts.  

Individuals who transitioned from remote to in-office roles last year experienced a notable 29.2% increase in pay, almost double the rate of those who moved from onsite to remote work. Conversely, job switchers moving between remote roles saw a 22.1% pay increase, while those transitioning between in-office positions received a 23.2% salary boost. 

This blog attempts to paint an honest picture of remote workers’ willingness to return to onsite work for a fatter paycheck or lack thereof despite the promise of higher pay.  

“I could be bought for the right amount of money.” 

Naveen Kumar affirmed that he’d return to the office for a 30% salary increase because it’s a huge part of his salary. He added that he’d consider it as compensation for the time he spends traveling which is around three hours for every working day. 

“I’d quantify how the 30% raise would actually mean more to spare,” said Raghini Raj who currently goes to the office twice in a work week. “If I am to return to the office completely for the 30% raise, the raise better be something I can save and use to increase the quality of my life. I would pass if the raise covered for gas, work lunches, office birthday celebrations, and what have you,” she said.     

A Reddit user called ih8drivingsomuch talked about seriously leaving their 100% remote government job for a contracting job. They didn’t mind commuting an hour, four to five times a week, by subway. Although they didn’t get the job, they were very seriously considering leaving their current remote job because that on-site opportunity was so special, rare, and paid incredibly well. 

Other Reddit users’ responses mirrored that of ih8drivingsomuch. Many said they’d weigh in on factors like the job, location, and benefits before deciding if the 30% increase is worthy for them to ditch their remote job. The time spent commuting, productivity, and the noisy office environment were also popular concerns. 

“The perks of remote work are unbeatable, so, I don’t think a 30% raise for going back to the office would entice me.” 

Catherine So said she would still work remotely if offered a 30% salary increase to return to the office. Her priority was the time factor. “I don’t need to wake up early to prepare to go out and commute to work. What’s most terrific, I needn’t beat the traffic!” She added that she can save money that she would otherwise spend on travel expenses, clothes, make-up, and eating out. “Even without 30% extra, I can save money by working remotely. And the time I would save is priceless. I can spend it with my family and achieve a work-life balance.” She was also suspicious about the increase. “It’s just to give the “impression” that the company will be paying employees more when this will all go to expenses that an employee will incur in working onsite. With rising inflation rates, the 30% increase is often not enough.” 

Faryal Batool opined that ideally, she’d return to the office for the extra dough because she has some financial goals to achieve but her unpredictable living situation makes her remote job the best option. “I can move easily without worrying about jobs. I am a nomad with a remote job. Moreover, I save a lot of money on commuting and wardrobe with a remote job. I am trying to live a minimalist lifestyle and because I work remotely, I hardly buy any new clothing items so that’s a win.” 

For Leigh McIntyre, a senior remote worker, the choice between returning to the office for a 30% increase in pay or continuing to work remotely is determined by certain factors. 

“For over 10 years, I’ve found remote work suiting my lifestyle, offering time management, less stress, and better work-life balance. It allows deep focus without office distractions and a personalized workspace that boosts productivity. Remote work also enables collaboration with diverse colleagues worldwide, enriching my professional experience. While a pay rise is tempting, job satisfaction isn’t solely about money. The flexibility, autonomy, and work-life balance from remote work are more valuable to me.” 

“Hence, I’d stick with remote work even with a pay increase,” concluded McIntyre. 

“A 30% raise isn’t enough to cover the extra domestic work I would take on in less time,” asserted Nissani Petul. 

In Petul’s culture, women are expected to manage a job, a house, and a family simultaneously. She had comfortably settled with her remote job which she says is a perfect fit for her. So, she’s not very enthusiastic about going back to the office for an extra 30% pay. 

“The math of returning to the office for 30% extra dough doesn’t add up to “worth it.” I will have to drive 30 minutes each way every day and that’s an extra five hours of pay per week I’m not compensated for. And this doesn’t account for the gas cost. Moreover, my auto insurance will go back up. I am not even counting the wear and tear on my car.” 

Petul also put out her worries about eating out at the office. “Eating out regularly is unhealthy and I have to take an additional financial hit for it. If I am cooking my lunch, I won’t have much time for prep and I’d most probably go for more processed food items that can potentially compromise my family’s health in the long run, as well as my own.”  

Lending an insight into how she multitasks, Petul’s juggling is what many working mothers can relate to. “I do my laundry and dishes while listening to mandatory yet monotonous Zoom calls that don’t require my participation. I like to exercise during these calls as well.”  

“My productivity is going to tank if I go back because offices are classrooms and adults are actually children and, I’ll be constantly distracted and get less done. The Zoom calls I listen to while getting work for my home done, will be gone. I’ll have to now sit at a desk and think how much housework I could have done if I was listening to these calls from home. I’ll be fighting sleep and focusing solely on staying awake and retaining nothing of the Zoom call,” laughs Petul. 

For Petul, the worst part of returning to on-site work is less time spent with her two-year-old daughter. “All these for 30%? No, thank you. I would need a 66%+ raise in pay to return to on-site work… and even then, I don’t know if the stress is worth it,” she concluded. 

An advocate for environmental, social, and governance (ESG) principles, Josh Dion said, “If employers have to pay an extra 30% to get someone in their office, remote workers are winning the battle. That kind of compensation for on-site workers won’t be sustainable for companies in the long or even medium term, and they’ll have to offer remote options to stay competitive. Customers aren’t going to pay more for their products just because their employees are in person.”  

Dion said if companies manage to match the productivity levels of in-office work while paying close to what they pay in-office employees, it demonstrates that remote work is a more cost-effective option. 

“Remote work also saves the environment due to fewer cars burning gas. Big companies like to talk about doing that stuff a lot,” enthused Dion, staying true to the environmental cause. 

“I used to make $130,000, but now I work from home with fewer responsibilities and make $50,000. I’ve also picked up a part-time remote job that brings in an extra $30,000, and I can work on my own schedule. I’m much happier now,” Jules D Cruz offers another perspective. 

“A 30% raise to return to the office isn’t necessarily the “be all” to tempt remote workers to make the shift,” D Cruz pinpointed. D Cruz also stressed that working remotely allowed him to explore his options and is now working two remote jobs on his own terms. “With the pay combined, it’s pretty close to the salary I’d get if I returned on-site. I am healthier both physically and mentally, less stressed, and highly satisfied with life – I intend to live the way I do now – it’s doing me a whole world of good.”  

An aspiring polymath, one of D Cruz’s passions is artificial intelligence (AI) and he teaches AI at Dataannotation.tech part-time, from home. “It’s a great gig for smarties. And it keeps you honest for hours. Pays like clockwork,” he smiled. 

“Without the option to work from home, I won’t be able to work at all because I am a person with disabilities (PWDs).” 

“As a person with a medical condition and a wheelchair user living in a country with insufficient public facilities for movement and accessibility, working from home is a boon for me. A 30% raise wouldn’t tally to the convenience I have in my own space at home,” said Daniel Laxman. 

Laxman shared that he was recently offered an on-site job promising two times more than what he currently makes in his remote job. “I didn’t proceed with an application for the job because traveling to and from work in Chennai, India is challenging and precarious even for able-bodied people. For PWDs, it’s out of the question. It means putting my life in great danger every workday. Above all, I need help getting in a car and out, and using the toilet – no office in India has such assistance ready. I also doubt that they have accessible washrooms for PWDs. There is little commitment to disability inclusion in the country, even in the big cities like Chennai, Mumbai, and the capital Delhi. So, even if I get a quadruple raise, I won’t risk it all and go to the office,” he laughed. 

Roldan Pagaduan affirmed that he would still choose to work remotely even if offered a 30% extra salary. “That 30% extra would probably be allotted to my travel allowance. Since the public transportation system here in the Philippines is not PWD-friendly, my only mode of travel option is Grab Cars, which costs a lot. Working remotely saves me a lot of money, and on top of that, it provides me comfort.” 

I am afflicted by a rare symptomatic genetic disorder, and I was offered another remote position – it was from a US-based company, and they were looking for a content writer stationed in Malaysia. The quoted salary was twice as much as I am currently making. I declined that offer because of the debilitating symptoms of my illness that require me to take frequent breaks to manage my medical condition. The company’s accommodation of such special needs wasn’t overreaching, which prompted me to stay in my current, entirely remote company, Genashtim Sdn Bhd. The for-profit social enterprise improved its employee welfare system in February 2022 by moving from livelihood to lifestyle – whereby there is no cap on the number of days employees want to take off from work. 

I sometimes take two to three days off in a work week when episodic migraine attacks occur. Doctors prescribe medicine for the headache, but they strongly advise me to take it sparingly as it has long-term side effects. Moreover, I have to go to the hospital for routine blood tests and medical checkups. I don’t think any other company supports its employees to this extent. 

What’s more, Genashtim’s wellness reimbursement program covers my purchase of additional supplements to boost my immune system and overall health. I didn’t take sick leave for two months back-to-back this year and I owe it all to the added nutritional value to my low-copper diet that my company pays for. I am grateful to Thomas Ng, founder and CEO of Genashtim. 

Conclusion 

Different people have different reasons to return to the office or continue working remotely, immaterial of a promise of a fatter paycheck for the former. It all depends on a worker’s circumstances and needs. 

Companies should provide remote and hybrid options for their employees because, as these responses indicate, the need for diversity, inclusion, and responsible business surpasses monetary gains and compensation. 

The pandemic proved the viability of remote work. If some rely on it to stay in the workforce, stronger political support for its implementation is crucial now. 

Employee wellness is another aspect that requires serious consideration and holistic implementation, specifically for special-needs remote employees. Targeted organizational wellness programs ensure employee loyalty and reduce attrition, benefiting the company in the long run through talent and expertise retention. 

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