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An internal email revealed staff are expected to collaborate in-person two to three days weekly, with compliance becoming a formal evaluation metric, Financial Times reports.

This policy, implemented by the tax practice’s chief talent officer, Katie Zinn, marks a shift towards stricter office attendance monitoring.

While a return-to-office mandate already existed, its inclusion in annual performance evaluations, which determine bonuses, signifies a firmer stance. This aligns with a broader trend of companies tightening flexible working policies, particularly within financial services. JPMorgan, for example, has been vocal about the importance of in-office presence.

Professional services firms, while generally more flexible, have also increased attendance monitoring. In the UK, PwC and EY have implemented measures to track staff presence. Deloitte US utilises badge swipes and timesheets to record employee locations, with performance evaluations encompassing client work, administrative tasks, and now, office attendance. Failure to meet attendance requirements could result in a reduced or no bonus.

The increased availability of data, including turnstile information and device tracking, has facilitated this shift. This decision contrasts with Deloitte’s UK arm, which has no minimum office attendance requirement. Deloitte US clarified that the policy applies solely to its US tax practice, emphasising a hybrid model tailored to client needs and professional development.