Espresa has outlined 12 ways to support a return to in-person work, combining practical benefits with changes to how office time is organized. The article was first published on July 14, 2025; the available version also contains a later section discussing return-to-office planning for 2026.

The benefits provider recommends explaining the purpose of time together and listening to employees before selecting incentives. Its examples include coordinated team days for collaboration, mentoring for new hires, quiet work areas and protected focus time, rather than treating attendance itself as the only objective.

Commuting and care expenses are central to the financial suggestions. Espresa proposes helping with travel costs and support for childcare, eldercare or pet care when office attendance changes household arrangements. It also includes a wardrobe allowance and wellness spending among the possible benefits.

Gift cards for vendors near the workplace appear as one option within improved office resources. They sit alongside easier access to workspaces and local services, rather than being presented as a standalone solution to employee concerns about returning.

Espresa connects the broader approach with Lifestyle Spending Accounts, which employers can use to offer choices within a defined benefits program. Its guidance favors flexibility because the costs and support needs of employees differ by location and personal circumstances.

The 12 suggestions also include shared meals, flexible schedules and meeting-free days after intensive in-person sessions. The article is program design guidance; it does not establish that any particular perk or spending account caused an increase in office attendance or retention.