On July 13, 2023, Gov. Gavin Newsom issued a new mandate for California, requiring businesses to adopt a hybrid work model.
This mandate aims to strike a balance between employees' need for flexibility and employers' concerns about productivity and workplace safety.
California employers with 10 or more employees will be required to have a written policy outlining their hybrid work arrangement.
The policy must be made available to employees and must include details on remote work options, work schedules, and communication protocols.
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Newsom's Mandate Details
Governor Newsom's Executive Order, issued on March 3, 2025, mandates that all state agencies and departments under his authority implement a hybrid telework policy with a minimum of four in-person workdays per week by July 1, 2025.
The order cites research showing that in-person work enhances collaboration, cohesion, creativity, communication, mentorship, and supervision, while also improving public trust in government efficiency.
State agencies must assess their current office space against employee headcount before implementing any policy changes, as they may not have sufficient space for all employees to work in person at the same time.
Related reading: Hybrid Work from Home Policy
Employers should also be cautious about making exceptions for certain employees, as this could raise concerns about disparate treatment claims.
Agencies must be aware of collective bargaining agreements (CBAs or MOUs) that address in-person work requirements, and any new policy must align with existing contracts.
The Governor's Executive Order doesn't directly affect non-state agencies, but it reflects a broader trend toward in-person work, with many private sector employers implementing similar policies.
President Trump had previously mandated that all federal agencies require employees to return to the office full-time.
If your agency is considering adjusting telework policies to include more in-person days, here are some factors to consider:
Government Worker Response
California state workers are responding to the delay in the return-to-office mandate with a mix of relief and skepticism.
Some workers, like Felipe Garcia, a senior engineer with the Department of Water Resources, are pleased with the pause but also acknowledge the uncertainty it brings.
Garcia expressed empathy for colleagues who were planning to return to the office before the deadline was pushed back.
He noted that the delay allowed Governor Newsom to make demands that unions might not have accepted, such as a leave program that cuts employees' pay for time off.
Not having to commute to the office four days a week provides economic relief for many workers, as pointed out by Matthias Kimball, also a senior engineer with the Department of Water Resources.
However, some employees are concerned that departments will turn around and ask them to come into offices in a few months, regardless of the governor's suspended return-to-office order.
The side letters signed by bargaining units include language that protects departments' ability to revise telework agreements, provided that new agreements don't violate labor contracts.
This means that while the pause is only in effect for one year, workers may still face changes to their telework arrangements in the future.
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