Starbucks Return-to-Office Mandate 2025: 4 Days in October

What’s Happening at Starbucks?

Starbucks is looking to have its corporate employees work from their respective offices at least 4 days a week, starting in October.

“In February, we asked all vp+ leaders working remotely to begin relocating to Seattle or Toronto. We are now extending this requirement to all Support Centre people leaders who will be expected to be based in Seattle or Toronto within 12 months,” CEO Brian Niccol said in a letter to staff.

“We are not asking individual contributors to relocate but as we shared earlier this year, hiring for future roles and lateral moves will require partners to be Seattle or Toronto-based.”

For employees who aren’t interested in doing more in-office work, Niccol added that the coffee giant is offering a “one-time voluntary exit program with a cash payment for partners who make this choice.”

• SEE ALSO: “Arbitrary Decisions”: Companies Criticized for Increasing In-Office Work

Can Starbucks Force Staff to Return to the Office?

No. Starbucks can’t require non-unionized employees to return to the office if they’ve been working remotely for an extended period of time and that arrangement has become permanent.

This includes individuals working full-time, part-time, or hourly in Ontario, Alberta, and British Columbia (BC).

📺 WATCH: Everything You Need to Know About Return-to-Office Mandates in Canada

If remote work has become a consistent and accepted part of your job, a demand to return to the office may be considered a constructive dismissal — a significant change to your employment that could entitle you to full severance (up to 24 months’ pay).

In the event that the company is attempting to alter the current amount of time you have to work from the office, if at all, contact an experienced employment lawyer at Samfiru Tumarkin LLP.

We can determine if Starbucks is legally able to do so, or if it violates your employment rights.

Offered a Voluntary Severance Package?

Non-unionized employees in Canada, including those at Starbucks, shouldn’t accept a voluntary severance package before contacting our firm.

In some cases, individuals could be owed far more compensation if they’re fired by the company — or let go involuntarily.

Workplace Issue? Contact Us

Since 2007, the experienced employment law team at Samfiru Tumarkin LLP has helped tens of thousands of non-unionized individuals resolve their workplace issues.

Whether you’re in Ontario, Alberta, or BC, our lawyers can review your situation, enforce your rights, and ensure that you receive the compensation you deserve.

Disclaimer: The materials above are provided as general information about the rights of non-unionized employees in Canada. It is not specific to any one company and SHOULD NOT be read as suggesting any improper conduct on the part of any specific employer, or a relationship between Samfiru Tumarkin LLP and a specific employer.