Court backs Booking.com on mandatory two-day return to office
A Dutch court ruled Booking.com can enforce a two-day office mandate after only 27 percent of staff met the voluntary goal.
Remote Work · Source: Reuters
What happened
An Amsterdam court gave Booking.com permission to require employees to work from the office 40 percent of the time. This equals about two days a week for a standard schedule. The company sued its own works council after the employee group refused to agree to the new rule. The court decided the council was unreasonable to block the policy because management has the right to give reasonable workplace instructions.
Before this ruling, the two-day office schedule was just a recommendation. Only 27 percent of employees actually came in that often under the voluntary setup. Booking.com leadership called the new mandate a refinement of their existing policy rather than a major shift. The company originally proposed a 50 to 60 percent attendance rule before lowering it to 40 percent.
The court included specific conditions for the company to follow. Booking.com must provide a six-month transition period to help staff adjust. They must also offer a hardship clause for workers facing genuine difficulties with the new schedule. Finally, the company must guarantee enough desks so everyone has a place to sit when they arrive. The works council is now reviewing the judgment and might file an appeal.
By the numbers
- 40% — Required working time in the office under the new mandate
- 27% — Employees who currently meet the office threshold voluntarily
- Six months — Length of the transition period before full enforcement
Why it matters
This ruling shows that employers are willing to take legal action to enforce office attendance. Voluntary hybrid work policies are turning into strict mandates when employees choose to stay home. Workers who prefer remote setups will face harder boundaries and fewer choices if their company decides to track attendance. The era of treating return-to-office guidelines as optional suggestions is ending.
Companies watching this case now have a legal blueprint for pushing through return-to-office plans. Even in places with strong worker protections like the Netherlands, courts are siding with management on basic workplace instructions. This gives leadership more confidence to end flexible arrangements and demand physical presence. Job seekers should expect more companies to list specific in-office requirements on job descriptions.
Who this hits
Remote-first tech workers
Tech workers relying on voluntary hybrid policies may see those turn into strict rules. If you do not show up voluntarily, your company might make it mandatory to justify their office space.
Employees with long commutes
Workers who moved far from the office will need to prepare for mandatory travel days. The ruling includes a hardship clause, but general commute preferences likely will not count as genuine difficulties.
International workers on visas
Visa holders must comply with company location policies to maintain their employment status. A sudden shift to mandatory office days means you cannot easily relocate away from headquarters without formal approval.
What to do this week
- Review your current employment contract to see what it explicitly says about your primary work location and expected office hours.
- Start going to the office voluntarily if your company has a recommended hybrid schedule to help prevent strict, company-wide mandates.
- Document any genuine difficulties you have with commuting, such as medical needs or childcare, in case your employer introduces a hardship clause.
- Ask hiring managers directly about their return-to-office plans during interviews so you are not surprised by a mandate later.
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My take
I see this as a clear warning that voluntary hybrid work only survives if people actually show up. When only a quarter of the staff comes in, companies will use their legal power to force the issue. If you want to keep your flexibility, you have to meet your employer halfway before they take it to a judge.