Gavin Newsom has issued an executive order requiring all state agencies and departments with hybrid telework policies to mandate in-office work for at least four days per week. This policy, set to take effect on July 1, 2025, represents the latest step in Newsom’s ongoing efforts to increase operational efficiency, improve accountability, and enhance public service delivery across state government.
The Push for More In-Person Work
The executive order establishes a four-day-per-week in-office expectation, with telework allowed only in specific cases. Agencies will be required to implement the new policy while adhering to existing family-friendly employment policies and legal obligations. This move is part of a broader recalibration of remote work policies initially adopted during the COVID-19 pandemic.
This directive follows a previous return-to-office order from April 2023, which required state employees to work in person at least two days per week. The new policy doubles that requirement, reflecting the administration’s belief that increased in-office collaboration will strengthen public service.
“In-person work makes us all stronger—period,” Newsom stated. “When we work together, collaboration improves, innovation thrives, and accountability increases. That means better service, better solutions, and better results for Californians, while still allowing flexibility.”
Rationale for the Policy Change
The Newsom administration argues that returning to in-office work will bring several key benefits, including:
✅ Improved Collaboration and Communication: More time in the office fosters better teamwork and faster decision-making. ✅ Enhanced Mentorship and Knowledge Sharing: Newer employees benefit from direct interaction with experienced colleagues. ✅ Strengthened Oversight and Accountability: Greater in-person presence ensures public resources are managed effectively. ✅ Better Public Service Delivery: Increased responsiveness and coordination will lead to improved services for Californians.
Additionally, the order points to a broader trend in the private sector, where many leading companies have increased their in-office work requirements. The administration suggests that California’s government should align with these trends to remain competitive and effective.
Potential Challenges and Union Opposition
Despite the administration’s stated benefits, the order is expected to face significant opposition from labor unions representing public employees. About 95,000 state workers currently work remotely or in a hybrid model, and many have resisted previous efforts to scale back telework options.
Unions argue that remote work improves productivity, enhances employee well-being, and saves costs for both workers and the state.
Timothy O’Connor, president of CASE, the union representing state attorneys, criticized the mandate as abrupt and unnecessary. “We think this is just sudden, comes out of nowhere, and it’s a misguided mandate that really ignores the benefits of telework,” O’Connor said. “This is a very harsh order.”
Legal challenges to return-to-office mandates are ongoing, and Newsom’s directive is likely to be scrutinized in court. Last year, an arbitration decision affirmed California’s authority to require employees to return to in-person work, but unions continue to appeal and challenge these rulings.
State Workforce and Hiring Federal Employees
California employs more than 224,000 full-time state workers, with over half already working in-person daily. This includes law enforcement officers, healthcare workers, highway maintenance crews, and safety inspectors. The administration argues that fairness is a factor in this decision—many state employees have been working on-site throughout the pandemic, and the new policy ensures uniform expectations across all departments.
Beyond telework policies, Newsom’s order also aims to strengthen California’s workforce by streamlining hiring for former federal employees. With federal job reductions underway, California is actively recruiting skilled professionals for critical roles, including:
- Firefighting and forest management to combat wildfires and climate-related disasters.
- Extreme weather forecasting and climate resilience to improve disaster preparedness.
- Water management to address droughts and infrastructure needs.
- Medical and mental health care to bolster the state’s public health services.
- Scientific research and natural resource management to support environmental initiatives.
CalHR will identify job openings that align with the skills of former federal employees, making it easier for them to transition into state service.
Implementing the Executive Order
To ensure a smooth transition, state agencies must develop plans to accommodate the increase in in-person work. This includes evaluating workplace facilities, transportation options, and necessary operational adjustments. The Government Operations Agency, Department of General Services, and CalHR will assist departments in implementing the new policy.
Key directives include:
- Hybrid telework policies must shift to a default of four in-office days per week by July 1, 2025.
- State agencies must assess their office space and infrastructure needs to accommodate increased in-person attendance.
- CalHR will issue guidance on exceptions, including those for employees who were hired with a telework agreement and those whose positions require remote work.
- Labor unions will be notified, and negotiations may follow regarding implementation details.
Impact on California’s Economy and Public Services
Newsom’s executive order signals a shift toward a more traditional work environment for state employees, aligning with broader economic and workforce trends. By increasing in-person work, the state aims to boost efficiency, ensure better public service delivery, and attract skilled professionals to critical roles.
However, the move also raises questions about employee satisfaction, retention, and the ongoing debate over the future of work. Critics argue that forcing employees back into offices could lead to increased turnover and reduced morale. Additionally, the impact of the policy on California’s commercial real estate sector and public transportation infrastructure remains uncertain.
As legal and labor disputes unfold, the long-term effects of this policy shift remain to be seen. California, often at the forefront of labor and employment policy, may set a precedent that influences similar decisions in other states and industries nationwide.
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