Do you want to work at home or in an office that looks like a hotel?

Five years after the start of the pandemic that saw many employees work from home, there is still a tug-of-war about working from home versus working in the office. Why must you give up the convenience of working at home to sit in traffic and spend the day in a cold, grey office?

Add to this that the war for talent is raging and South African companies face a stark choice: transform the office into a must-visit destination or watch your best people wanting to stay home.

As global titans like Amazon hit snags with desk shortages and hybrid mandates crumble, Giant Leap, a workplace design consultancy, came up with a bold fix: the “hotelification” of the office.

“Think rooftop terraces, on-site gyms, branded soap and a vibe that rivals a luxury hotel stay. It is not just a trend, but the key to reviving South Africa’s office culture,” Linda Trim, director at Giant Leap, said.

“The clock is ticking for hybrid work. PMG’s CEO survey shows 83% of leaders want everyone back in the office for five days a week within three years, but just trying to force office mandates will not bring back the office culture. The office must outshine home for people to go back.”

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The unique DNA of a South African office

Trim said South African offices have a unique DNA. “From the sprawling corporate towers of Sandton to the gritty start-up lofts of Braamfontein, they have long been places where hard work meets a sociable streak.

“Pre-pandemic, open-plan spaces buzzed with impromptu chats and Friday sundowners, reflecting a workforce that values connection as much as output. But remote work flipped the script with Zoom replacing the watercooler while employees got cozy with flexibility.

“Now high performers, especially in tech hubs like Cape Town or legal firms in Pretoria, guard that autonomy fiercely. They are your stars, your mentors, your deal-closers who will bolt if the office feels like a step back. We must offer them a premium experience that beats the lounge and justifies the trek to the office through the traffic.”

That is why Giant Leap took a page from the hotel playbook to make offices irresistible. Trim said South African workplaces must feel like a getaway, not a grind.

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Would you work in this kind of office?

“We are designing spaces with integrated cafés serving flat whites, full shower suites for post-gym fresh-ups and rooftop gardens with Jozi or Cape views that turn a lunch break into an event.

“Picture kicking off your day with a workout downstairs, grabbing a bite on-site and winding down with colleagues under the Highveld sky. That’s the kind of pull that trumps traffic on the N1.”

Trim said location is also a game-changer and Giant Leap is nudging clients toward vibrant nodes like Sandton, Rosebank and the V&A Waterfront, where offices sit amid social hubs. “Think artisanal markets, rooftop bars and galleries. It is about stitching work into a fuller day.

“South Africans love a good party. Give them an office near Newtown’s jazz spots or Camps Bay’s beachfront and they will show up. Investors are catching on, snapping up tired buildings in areas like Midrand or Durban’s Umhlanga for refits. We are turning undervalued stock into goldmines with hotel-inspired upgrades.”

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Inspiration from global pacesetters in London for the office

Trim draws inspiration from global pacesetters. “London’s 21 Bloomsbury Street boasts a rooftop clubhouse, gym with live-streamed classes and a towel service. Farringdon’s 20 Kirby Street has soft lighting and cosy break-out zones that mimic home.

“We bring that flair here with flexible layouts, top-notch finishes and tech-savvy spaces that ditch the hot-desking flops South Africans loathed. Workers hated fighting for a desk. They want choice and comfort.”

However, Trim pointed out that it is not just about adding a ping-pong table to an existing office. She is talking about holistic ecosystems with meeting rooms that flex for brainstorms, quiet pods for deep focus and amenities that make staff members’ day seamless.

“This is how you beat the pajama workday: by making the office a place people crave, not tolerate.”

She estimated that over 50% of workers are still resisting regular office time, but believed they will change their minds for premium, hotel-inspired spaces.

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The legalities of getting employees to return to the office

If employees still do not want to return to the office, what can the employer legally do to force their return? Yvonne Mkefa, director in employment law at Cliffe Dekker Hofmeyr, said that as a rule employers are allowed to make changes in the workplace, but they must do so lawfully and fairly.

In South Africa, while there is no specific legislation governing remote working, the Labour Relations Act, the Basic Conditions of Employment Act and employment contracts determine whether requiring employees to return to the workplace is reasonable and lawful.

According to the Basic Conditions of Employment Act, employers must provide written details of employment, including particulars of their place, or places, of work for employees. If a contract of employment stipulates that the place of work is remote working, the employer is bound by that.

Therefore, an employer’s demand for the employee to return to working from an office would constitute breach of contract and a unilateral amendment of the terms and conditions of employment, Mfeka said.

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What does your employment contract say about working in the office?

On the other hand, where the contract of employment specifically retains the right for the employer to determine the place of work, the employer has a contractual right and may unilaterally impose a place of work on the employee, subject to the employer acting fairly.

This fairness includes not changing the place of work for only some and not all employees based on race or for an ulterior motive, for example.

While the Labour Relations Act does not expressly regulate the place of work, it infuses the employment relationship with equity, including fairness. Mfeka said when employers want to make changes in the workplace, employees must have a say.

Employers must also always act fairly regarding benefits, which could include the “benefit” of working from home. If employers fail to do this, they could commit an unfair labour practice.

Mfeka pointed out that even where a benefit is not a contractual term and condition of employment, employers must consult with employees to change a workplace benefit or practice that is subject to its discretion.

“As remote work continues to shape the employment landscape, it is important for employers to navigate these legal principles carefully to maintain compliance with South African law and a fair working environment,” Mfeka said.