The way we work has changed for good, and companies are rethinking what the office is for. At Designity, we’ve listened, researched, and crafted a new approach that reflects our creative community’s needs. This article outlines the official Designity Return to Office Policy 2025, a flexible framework built on trust and purpose.
Our goal is simple: to create an environment where our talented creatives and project managers can do their best work, whether that’s at home, in one of our hubs, or a mix of both. This policy isn’t about mandates; it’s about creating meaningful connections and sparking the collaboration that fuels innovation. We believe the future of work is hybrid, and this plan is our blueprint.
Designity Return to Office Policy 2025
This policy is effective for all US-based employees and contractors starting January 6, 2025. It replaces all previous guidance on workplace location. We’ve developed this framework with input from employee surveys, focus groups, and an analysis of our most collaborative projects. The core principle is Flex with Purpose.
What “Flex with Purpose” Really Means
“Flex with Purpose” means you have the autonomy to choose where you work most effectively, with a shared expectation to use in-office time intentionally. It’s not a rigid schedule. Instead, it’s a mindset where we all contribute to a vibrant company culture by being present for the moments that matter most.
* For You: It means control over your daily routine, less unnecessary commuting, and the ability to design a workweek that fits your life and work style.
* For Your Team: It means proactively coordinating to be together for brainstorming, complex project kick-offs, workshops, and relationship-building.
* For Designity: It means our creative spaces are used for energy, connection, and collaboration, rather than just individual heads-down work.
The Guiding Principles Behind the Policy
Three key ideas guided every decision in the Designity Return to Office Policy 2025:
1. Trust & Accountability: We hire exceptional people. This policy is built on the trust that you will manage your responsibilities and communicate with your team, regardless of location.
2. Intentional Collaboration: Some creative magic happens best in person. We’re asking teams to identify and prioritize those activities.
3. Equity & Access: Whether you’re in a hub or remote, you should have equal access to information, leadership, and opportunities. We’re investing in technology and practices to ensure this.
Your Work Location Options
Under the new policy, most roles will fall into one of two categories. Your people leader will confirm your designation by November 1, 2024.
Hybrid-Flex Role (Majority of Positions)
This applies to most creatives, project managers, and department leads. You will work remotely most of the time, with a baseline expectation to be in an official Designity hub for an average of 6 days per month. These days are not tracked on a strict weekly quota but should average out over each quarter.
* How to Plan Your In-Office Days:
* Sync with your core project team(s) at the start of each quarter.
* Align in-office days for key collaborative events.
* Use the shared team calendar to mark planned hub days.
* The remaining office days can be used for mentoring, networking, or focused work in a new environment.
Designated Hub Role (Limited Positions)
A small number of roles with duties tied to specific office-based resources or real-time team coordination will be designated as hub-based. These employees are expected to be in the office a minimum of 3 days per week, with flexibility to work remotely up to 2 days. Your manager will provide clear rationale for this designation.
Core In-Office Expectations & “Anchor Days”
To make office time valuable and avoid the “empty office” problem, we’re introducing team-based Anchor Days.
What is an Anchor Day?
An Anchor Day is a weekday (e.g., every Wednesday) where your entire core team commits to being in the hub. This guarantees that time together for essential meetings and creative sessions.
* Each team will have 1-2 Anchor Days per week.
* These are the ideal days to fulfill your monthly in-office attendance.
* Schedule all critical team meetings, client presentations, and workshops on these days.
* Department-wide meetings and social events will also be scheduled on Anchor Days whenever possible.
Our Enhanced Hub Spaces
Our offices in New York, Chicago, and Austin are being redesigned to support the “Flex with Purpose” model. You won’t see rows of assigned desks. Instead, you’ll find:
* Collaboration Zones: Bookable project rooms, whiteboard walls, and flexible seating for team work.
* Focus Pods: Sound-proof pods for concentrated individual work or private calls.
* Social & Learning Lounges: Comfortable areas for informal connects, lunch, or watching a virtual workshop together.
* Hot-Desking: All desks are first-come, first-serve. Use our app to check real-time hub capacity before you head in.
Technology & Remote Work Support
We are doubling down on our tools to make hybrid work seamless. Every employee will recieve a stipend to enhance their home office setup. Furthermore, all meeting rooms are being upgraded with superior audio/video equipment so remote participants are fully included.
* Meeting Rule: “If one person is remote, everyone joins on their own laptop.” This levels the playing field.
* Required Software: All team communication must happen through our core platforms (Slack, Asana, Figma) to maintain a “digital headquarters” that everyone can access.
* Documentation: Key decisions from in-person conversations must be summarized and posted in the relevant project channel.
Navigating Scheduling & Time Zones
With a distributed team, coordination is key. Here’s our simple framework:
1. Block Your Focus Time: Clearly mark your calendar for deep work, whether you’re at home or in the hub.
2. Respect “Core Collaboration Hours”: For each team, define a 4-5 hour window where everyone is online for meetings, regardless of location. This is usually 10 AM – 3 PM in the team’s dominant time zone.
3. Over-Communicate: Always note your location (Home/Hub) in your Slack status and calendar. Be explicit about your availability.
FAQs: Your Questions Answered
Q: Is the Designity Return to Office Policy 2025 mandatory?
A: Yes, this is the official company policy effective 2025. However, it is designed with significant flexibility. The specific application (e.g., your role designation, your team’s Anchor Days) will be finalized in collaboration with your manager.
Q: How will in-office attendance be tracked?
A: We will use a light-touch system based on badge swipes or app check-ins. The primary goal is not surveillance, but to understand hub usage patterns so we can improve spaces and resources. Your manager will review adherence to the average monthly expectation quarterly, not daily or weekly.
Q: Can I work fully remotely?
A: The Hybrid-Flex role is our standard, requiring an average of 6 hub days per month. Fully remote status may be considered in rare circumstances based on role requirements and individual situations, but it is not the norm under the 2025 policy.
Q: What if I live far from a Designity hub?
A: We are commited to equity. Employees living more than 75 miles from a hub will have their in-office expectation waived. Instead, we will fund an annual “Team Connect” trip for you to meet your colleagues in person. You’ll also have a higher home-office stipend.
Q: Are there specific days we have to be in?
A: Your team’s chosen Anchor Days are the strongly recommended days. Beyond that, you have freedom to choose the other days that work for you, in consultation with your team’s schedule.
Q: Will this policy change compensation?
A: No. Compensation is based on role, expertise, and market rate, not your geographic location within the US. The policy does not effect pay.
Making the Transition Smooth
Change can be challenging, even when it’s positive. Here’s how we’ll support you:
* Manager Training: All people leaders will complete training on managing hybrid teams fairly and effectively.
* Team Charter Workshops: Teams will create a “hybrid work charter” in Q4 2024 to agree on their Anchor Days, communication rules, and norms.
* Feedback Channels: We will run quarterly pulse surveys and have an open feedback form specifically about the policy’s implementation. We’re prepared to make tweaks based on what we learn.
The Bigger Picture: Why This Matters
The Designity Return to Office Policy 2025 is more than a set of rules. It’s a statement about our culture. We believe that creativity thrives with both autonomy and human connection. This balance is what attracts and retains the best talent in the industry. By giving you flexibility, we’re trusting you to help us build a stronger, more connected, and more innovative Designity. We’re excited to enter this next chapter of work together, building on what makes our community special while embracing a modern, sustainable way of operating.
We know you’ll have more questions as we get closer to 2025. Your people leader is your first point of contact, and detailed team-level guidelines will be rolled out throughout the fall. Let’s build this future of work, together.