Is Publicis’ dismissal of staff for return-to-office violations a sign of things to come?

Publicis Media recently laid off dozens of workers in the US after they ignored the company’s return-to-work policy.

According to a source, a number in the high double digits but fewer than 100 were affected by the decision, and they were let go due to “egregious” cases of non-compliance with the policy.

The move came a year after Publicis tightened its rules on working in the office by introducing a policy telling all staff they needed to come in a minimum of three days per week, with attendance mandatory on Mondays.

Earlier this month, Publicis Groupe chief executive Arthur Sadoun said in an interview during Campaign Live that people needed to come back to the office “because culture matters”.

The agency network's decision to lay off staff has added a new layer to the ongoing debate around flexible working practices in adland. The industry has been grappling with how best to handle remote working and return-to-office policies since the end of Covid restrictions.

Data from Campaign’s School Reports showed that 16 out of 99 ad agencies increased their number of mandatory office days in 2023, which suggests that more companies are looking over their rules.

The findings suggest that there is a disconnect between what workers and employers want. So, is Publicis’ decision to lay non-compliant staff off a sign of things to come?

Nicola Kemp, editorial director, Creativebrief

Building a successful and inclusive creative culture is about so much more than getting someone to sit in the same office, on the same chair, on the same days every week. Placing process ahead of people with one-size-fits-all policies has a disproportionate impact on women and people with caring responsibilities. 

Covid presented a once-in-a-generation opportunity to reshape the workplace for the better. Flexible working (of which hybrid working is just one component) is the number one way to close the gender pay gap. 

In the UK, the cost of childcare has gone up, while the availability has gone down. It is a perfect storm. Women returning from maternity leave face impossible choices because they cannot afford the cost of increased commuting on top of nursery fees. 

We must not pretend they are "dropping out" like amorphous lemmings. We must not collectively turn a blind eye while they are pushed out. We must not glorify our own sweaty-palmed nursery runs as a badge of honour. 

If we really want to level the playing field, we must look beyond how things used to be and focus on making things better. We must not return to systems and structures built for a bygone era. We can do better.  

Alex Morris-Platt, chief people officer, Mother London

It all depends on workplace culture and flexibility. Being in the office totally fosters connection and collaboration, but offices should be spaces where employees want to be, not have to be. 

The vast US geography means that for some of those who relocated during the pandemic, returning to the office is no longer practical or even possible. So a one-size-fits-all approach to in-office working may overlook the unique challenges in the US. 

We may be united by a language, but work culture differs a lot between here and the US. In both places, trusting people to make responsible choices, paired with physical space that aids collaboration, will help create and preserve agency cultures. 

Bruce Daisley, ex-vice president EMEA, Twitter, host of Eat Sleep Work Repeat and author of Fortitude

This demonstrates the open rebellion to company policy that has become widespread inside organisations, and this open resistance reflects the dissonance that a lot of workers feel between what is required to do their jobs, and what is expected of them. 

Publicis bosses absolutely have the right to enforce their attendance policies but workers might ask: "Why am I travelling an hour into the office to sit on Teams calls all day? Where is this promised buzz of being in the office?"

It’s pretty clear that building energised and empowered workplace cultures is way harder than five years ago, but creative businesses should be demonstrating a little bit more imagination.

Thom Binding, spokesperson for Creative Communications Workers

Publicis Media firing staff for not complying with arbitrary, unevidenced office-hour mandates represents a red line being crossed for workers across our entire industry. Workers are being forced back into an unfair system that doesn't work. 

Clearly, the leadership class intends to remove working-from-home practices to prop up the myth that sweatshop, factory-floor offices are more productive. This is a lie. 

We call on all workers to unite to fight for greater flexibility in hybrid working and demand an end to mandated office days.

Joanna Trippett, chief executive EMEA, Dept

The short answer is: yes. The long answer is more complex and nuanced.

While we cannot deny the importance of in-person connection; the benefits of problem-solving, group productivity, consensus, and culture, and their impact on business outcomes; we have a careful line to tread.

Our industry has made great strides in enabling a more diverse workforce in our 'WFH era' in a way that our pre-Covid '5 days in the office' shut out; as diversity is also critical to business success we cannot lose the progress made.

As we hit the fork in the road of hybrid or full-time, remember that it is humans that drive our business—single parents, new mothers, neurodivergent, physically disabled, and those who have found solace in a world where balance is an option; where they can drive value to the business and manage their circumstances without being penalised for it.

Our industry needs to keep diversifying - we don't need cookie cutters. People are our product; we must remember that.