Starbucks is significantly changing how its corporate teams work, mandating a stricter presence in the office. Beginning in October, corporate staff in the US and Canada will need to work from their designated offices four days each week. This represents an increase from the prior requirement of three days in the office.
This new policy, specifically requiring attendance from Monday through Thursday, is part of a broader effort by Starbucks CEO Brian Niccol to navigate current business challenges, including recent sales declines. The company believes this shift back to more in-person work is crucial for its “Back to Starbucks” turnaround strategy. For employees unable or unwilling to meet the new four-day requirement, Starbucks is offering a voluntary exit program, including a one-time cash payout.
Shifting Gears: Starbucks’ Office Mandate
The new four-day rule affects corporate employees located near Starbucks support centers in Seattle and Toronto, as well as regional offices across North America. This move solidifies a trend towards less remote work at the company, following a policy started by former CEO Howard Schultz that required three days in the office for those near headquarters. CEO Brian Niccol has now taken this a step further, emphasizing the value of physical presence for team performance and culture building.
Why the Push for In-Person Collaboration?
Starbucks leadership, particularly CEO Brian Niccol, highlights the benefits of working together in a shared physical space. In a letter to employees, Niccol explained that the company performs at its best when staff are physically present with teams and cross-functional partners. He stressed that in-person interaction fosters more effective idea sharing, facilitates creative problem-solving, and accelerates execution on strategic initiatives. Building and strengthening company culture is also seen as a key outcome of increased office presence, which Niccol deems essential during Starbucks’ current efforts to revitalize its business performance.
This push aligns with Niccol’s overarching strategy to boost profitability and improve the overall work environment, both in corporate offices and in the coffee shops themselves. The company has recently faced increasing pressure from unionization efforts and has reported disappointing fiscal quarters marked by declining customer traffic. Bringing corporate teams together is viewed as a way to generate synergy and drive faster progress on critical business goals.
Relocation and Restructuring Underway
Beyond the daily office requirement, Starbucks is also implementing significant relocation mandates for its leadership teams. Expanding on a February requirement that applied to Vice Presidents and above, the company now mandates that all corporate employees holding “people leader” roles must be based in either Seattle or Toronto within the next 12 months. This is a substantial change, potentially affecting hundreds of employees. While individual team members reporting to these leaders are not required to relocate, future hiring and internal job movements for support center roles will require the employee to be based in one of these two hub cities.
Interestingly, CEO Brian Niccol’s own work location has evolved since he took the helm. Initially, his contract allowed him to maintain an office near his California home and commute to Seattle. However, he has since purchased a residence in Seattle and is now frequently present at the company’s headquarters, signaling his personal commitment to the central office culture.
Broader Efforts in the “Back to Starbucks” Strategy
The stricter office policy is just one piece of a larger puzzle Niccol is assembling to turn around Starbucks’ performance. Earlier this year, the company cut over 1,000 corporate jobs as part of an effort to simplify operations and streamline decision-making.
Changes are also happening at the store level. Niccol has directed efforts to simplify the menu to speed up operations in cafes and reduce customer wait times. The company is also focused on restoring traditional elements of the “coffeehouse” aesthetic, reintroducing physical mugs for in-store use, encouraging baristas to write names on cups with Sharpies, and bringing back condiment bars. These initiatives aim to enhance the customer experience and potentially encourage longer stays in stores. Reversing a previous policy that allowed non-paying individuals to use cafe facilities like restrooms has also been part of this strategic pivot, emphasizing the core business of serving paying customers.
Starbucks Joins a Growing Corporate Trend
Starbucks’ decision to require more days in the office is not happening in isolation. It reflects a significant trend among major corporations moving to restrict the widespread remote work flexibility that expanded during the COVID-19 pandemic. Many large employers are increasingly requiring employees to return to physical offices, citing reasons like improved collaboration, culture building, and productivity.
Examples of other companies tightening their remote work policies include:
Amazon: Required a return to the office five days a week for most employees in early 2025.
Apple: Mandated employees work in the office at least three days a week starting in 2022.
JPMorgan Chase: Began pushing for managing directors to be in the office five days a week in 2023.
Dell: Ended remote work for most employees in January 2025, requiring five days a week on-site for those near a company location.
Walmart: Required remote employees to relocate to corporate hubs in 2024 or face job loss.
Disney: Mandated a four-day in-office week for hybrid employees in March 2023.
Despite these mandates from large employers, broader research suggests a more varied picture for overall working practices. Surveys indicate that in the US, roughly one-third of employees whose roles could be done remotely have been called back full-time, about one-fifth remain fully remote, and around 45% utilize a hybrid model. Data on office attendance (measured by keycard swipes) shows that national attendance was still only around 50% in the first half of 2025, according to some analyses. This highlights a divergence between the policies of some major corporations and the overall landscape of remote and hybrid work.
Starbucks acknowledges that its move may not be universally popular among its corporate staff. CEO Brian Niccol stated that while the company has listened and considered feedback, it believes this path is necessary for a company built on human connection, particularly given the critical turnaround efforts underway. The voluntary exit package offers an option for employees for whom the new requirements are simply not feasible.
Frequently Asked Questions
What is the new Starbucks office work policy for corporate staff?
Starbucks is now requiring its corporate employees in the US and Canada to work from the office four days a week. This policy takes effect in October. The specific days required are Monday through Thursday, increasing the previous requirement of three days in the office per week.
Who does the 4-day office mandate apply to at Starbucks?
The new policy applies to corporate employees located near Starbucks support centers in Seattle and Toronto, as well as other regional offices across North America. Additionally, all corporate employees holding “people leader” roles are now required to relocate to either Seattle or Toronto within the next 12 months.
What happens if a Starbucks corporate employee cannot comply with the new policy?
Starbucks is offering corporate staff who are unable or unwilling to comply with the new four-day in-office requirement or the relocation mandate for leaders a voluntary exit program. This program includes the option to leave the company and receive a one-time cash payout.
Starbucks’ decision is a significant step in its strategic efforts to improve business performance. By bringing corporate teams together, the company aims to foster better collaboration, strengthen its culture, and accelerate progress on its turnaround initiatives, aligning with a broader trend seen among some of the largest employers in the post-pandemic work landscape.
