I'm considering the employer's position. If a bunch of my employees were working six-hour days and communication was suffering at the office, then I would feel

I'm considering the employer's position. If a bunch of my employees were working six-hour days and communication was suffering at the office, then I would feel justified to institute RTO. As long as it's not meant as an indirect layoff AND the employees were hired for on-site work originally, I genuinely do not see the problem. Of course, one might argue that employers should "know" that employees will quit, but honestly, are employers supposed gauge the level of WFH cultishness before making a routine business decision? It's ridiculous. Yes, one can argue that it's a "pay cut, full stop" just as the employer can argue that they are getting less effective employees during WFH, or that one's unearned "raise" during COVID is being rescinded. I'm not a cultist, so these are positions that need to be argued for and earned. No foot-stomping. The employers should get a say.