As the back-to-school season approaches, Canadian employers are facing criticism for enforcing strict return-to-office policies. These mandates, which require workers to return to in-person work, not only jeopardize workplace equity but also have broader implications for public health as children return to school and respiratory illness season begins.
On August 14, 2023, the Ontario Progressive Conservative government, led by Doug Ford, ordered all public sector workers back to the office full-time. This decision followed a controversial federal government mandate requiring federal employees to be in the office at least three days a week, despite significant pushback from unions. The trend is mirrored in the private sector, with major employers like the Toronto-Dominion (TD) Bank and the Royal Bank of Canada also mandating in-office work.
The timing of these mandates coincides with a troubling rise in respiratory illnesses across Canada. Since the onset of the COVID-19 pandemic, public health conditions have remained concerning. For instance, Alberta has experienced record-breaking flu seasons for three consecutive years, with 239 deaths reported in the 2024-25 season alone. Additionally, Ontario’s influenza cases have surged to levels not seen in over a decade. As respiratory illness season arrives, the risks associated with COVID-19, influenza, and respiratory syncytial virus (RSV) are heightened.
With the emergence of what is referred to as a “tripledemic” of respiratory infections, health-care systems in Canada face increased strain. Thousands of hospitalizations occur annually, overwhelming hospitals while many individuals manage acute illnesses at home, placing additional burdens on families and caregivers.
The pandemic did bring some positive changes to workplace structures. Remote work arrangements, previously considered impractical, became routine, significantly reducing workplace inequality, particularly for women who often bear caregiving responsibilities. In Canada, the recovery of women’s employment post-pandemic was notably swift, with core-aged women achieving the highest employment rates on record. Flexible work options enabled parents to balance work demands with the unpredictability of family life and childhood illnesses.
Research conducted in Alberta underscores the benefits of flexible work arrangements. According to the 2023 Alberta Viewpoint Survey, which gathered responses from over 1,000 individuals, more than half reported missing work due to a sick child or family member since September 2022. Nearly one-third missed between one to six days, while around 20 percent were absent for one to four weeks. Women were disproportionately affected, often missing extended periods from work due to caregiving responsibilities.
The evidence suggests that access to remote work options significantly impacts the ability of parents to manage their families’ health needs. Those with flexible arrangements were less likely to send sick children to school or daycare, thereby reducing the spread of illness. In contrast, parents required to be physically present at work often faced pressure to bring their children to child care despite their illness, fearing financial repercussions or negative perceptions from their employers.
Remote work benefits extend beyond parental responsibilities. It enhances overall worker well-being by eliminating commuting time and can improve productivity and job performance. For individuals with disabilities or chronic health conditions, flexible work arrangements have been crucial in facilitating access to employment, reducing economic insecurity, and protecting them from illness.
Despite clear evidence that remote work options foster public health and workplace equity, Canadian employers are persistently dismantling policies that support families during viral illness seasons. The risks associated with these changes are significant, particularly as early data from the United States indicates that similar return-to-office mandates have led to a mass exodus of women from the workforce. The proportion of working women with young children has reached its lowest level in over three years.
Canadian employers embraced remote work to meet the unprecedented challenges posed by the COVID-19 pandemic. Now, more than five years since the pandemic began, it is evident that these policies have broader societal benefits. Flexible work arrangements not only enhance workplace equity but also help mitigate the spread of respiratory infections by allowing parents to keep sick children at home.
The decision to revoke remote work policies at the onset of the back-to-school season poses serious risks. As illness spreads this fall, the consequences could manifest in decreased productivity and increased costs for governments and businesses across Canada, further complicating an already fragile public health landscape.
Researchers like Andrea DeKeseredy and Amy Kaler, who receive funding from the Social Sciences and Humanities Research Council of Canada (SSHRC) and the University of Alberta respectively, emphasize the importance of maintaining flexible work options to support families and improve public health outcomes. As the country navigates the challenges of the upcoming respiratory illness season, the necessity for equitable workplace policies is more critical than ever.
