Jason LaCroix, a senior systems engineer based in Atlanta, felt privileged to work from home, especially as a father of two young children.

The flexibility allowed him to manage his son’s care when he suffered a brain injury, spending 35 days in intensive care!

However, after being laid off from his job last February, where he had worked remotely for five years, LaCroix found himself in a new role that requires him to spend four days a week in the office. This change has meant a three-hour daily commute, which makes it harder to balance work and family life.

LaCroix is one of many workers who are facing a return to office life as the new year begins. After years of working remotely due to the coronavirus pandemic, employees across various industries, including tech giants like Amazon and AT&T, are now being called back to the office full-time.

President-elect Donald Trump also made headlines with his vow to fire federal workers who don’t show up in person. This widespread shift back to in-office work comes at a time when many workers have adjusted their lives around the flexibility of remote work.

For many employees, the transition is far from easy. According to research by Mark Ma, a University of Pittsburgh business professor, when technology and finance companies in the S&P 500 stopped offering remote work options, turnover rates skyrocketed. Female employees, often responsible for childcare, and senior executives were especially affected.

Shavon Terrell-Camper, a mental wellness coach, explains that once workers have experienced the benefits of working from home—such as being able to care for aging parents or take kids to school—returning to rigid office schedules feels unsustainable for many.

Experts advise workers to navigate this change by seeking flexibility from their employers. A “hybrid” or “employee-choice” approach, where teams decide their office days collectively, can ease the adjustment. For those who have to be in the office, adjusting work hours could be a potential solution. For example, LaCroix adjusted his schedule to leave at 5 a.m., ensuring he is home by the time his kids return from school.

However, not all solutions are official. Some workers have turned to “coffee badging”—a technique where they swipe into the office and leave to continue working from home. This is often a temporary workaround that employees use when trying to hold onto valuable remote-work options.

For employees with medical conditions, such as Kyle Ankney, a public relations strategist with cerebral palsy, remote work is not just a preference—it’s a necessity. Ankney needs a nurse to help him with medical tasks, something his health insurance can only provide at one location. He’s had to be upfront with potential employers about his need for remote work, even though it’s not an easy conversation.

While the return to the office can feel like a difficult adjustment, some employees are finding positives in the transition. In-person interactions can spark creative ideas that may not emerge in a virtual setting. Work friendships can also thrive during breaks and social activities.

Managers can play a vital role in making this transition easier by creating opportunities for team bonding and encouraging open discussions about the changes.

For many workers, balancing family life and work is a top priority. As the return to office mandates continue, being transparent about needs and exploring flexible work arrangements will be essential for employees who want to continue thriving in their professional and personal lives.