Why Pay People to Quit When You Could Just Let Them Work Remotely?

Author: Curtis Sparrer, Princepal of Bospar

The White House has come up with a genius cost-cutting measure: pay federal employees eight months’ salary… to not work. That’s right—if they refuse to return to the office, they can cash out and walk away.

Now, call me crazy, but wouldn’t the actual budget-friendly move be letting them work remotely? You know, instead of shelling out massive severance deals while simultaneously scrambling to replace a workforce that was perfectly happy being productive from home?

It’s 2025, and the evidence is overwhelming. Remote work isn’t just an employee convenience, it’s a proven strategy for increasing productivity, improving retention and driving business success.

Remote Work Isn’t the Problem. It’s the Solution.

At Bospar, the ‘politely pushy’ PR and marketing firm that has thrived as a fully remote agency for a decade, we prioritize data-driven decisions over assumptions. And the data is clear: remote work boosts productivity, improves work-life balance and saves money.

Our December 2024 survey confirms what many of us already knew:

  • 61% of employees say they’re more productive at home
  • 34% maintain the same level of productivity as they did in an office
  • Only 5% report a drop in productivity
  • 87.5% have dedicated home workspaces
  • 81.4% say remote work has improved their work-life balance

Translation: the work is getting done and it’s getting done well. So why are so many leaders obsessed with forcing people back into offices?

Bospar’s success demonstrates the power of remote work. Since its founding as a fully remote agency in 2015, Bospar has not only proven that a virtual model is sustainable— it has set a new industry standard. Over the past decade, the agency has earned 216 awards from leading organizations, including Adweek, Fast Company, Forbes, Fortune, PRWeek, Newsweek and The Drum, making it one of the most recognized agencies in the U.S.

Consumers Don’t Love Rigid Work Policies—And That Matters

Here’s another kicker: Remote work isn’t just good for employees—it’s good for business. Bospar’s research also found that forcing people into offices could actually drive customers away:

  • 73% of consumers would be less likely to buy from a company that mandates full-time office work
  • 63% would be less likely to apply for a job without remote options
  • 60% think companies should encourage remote work for its environmental benefits

So, let’s get this straight: Forcing people into offices is bad for productivity, bad for morale, bad for hiring, bad for retention and bad for revenue.

Given these challenges, it’s worth asking—who truly benefits from these rigid return-to-office policies? Aside from commercial landlords, the answer remains unclear

It’s Time for Leaders to Embrace Remote Work

I understand that for some leaders, the idea of employees working outside a traditional office setting can be unsettling. But the reality is that people don’t need to be physically present to be engaged, productive, and high performing.

In fact, remote work is proving to be one of the best things companies can do for their bottom line. Instead of panicking about whether people are slacking off in their sweatpants, leadership should be focusing on what matters: results.

Bospar’s journey is a testament to this. When we first started our PR agency, one prospective client feared we would not succeed without a water cooler. Ten years later, we have yet to get a water cooler. We’ll settle with the industry recognition.

If the White House is willing to spend millions paying people not to work rather than letting them continue working remotely, what does that tell us? That remote work isn’t actually the problem.

The problem is a refusal to adapt to reality.

Remote jobs are getting harder to find because too many companies are afraid that flexibility means losing control. But the research—and the actual performance data—says otherwise. So, maybe it’s time to stop resisting the inevitable. Remote work isn’t the future—it’s the present. And businesses that embrace it? They’re the ones that will thrive.

Might be a bit too promotional, but the guidelines say, “While supplier-related content is allowed, it should be relevant and not overshadow the value of the article’s insights.” so I think this would be allowed

The post Why Pay People to Quit When You Could Just Let Them Work Remotely? first appeared on HR News.

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