Dear Mr. Sadoun,

We hope this letter finds you well. As employees who care deeply about Publicis Groupe, we’re writing to share our thoughts on the ongoing discussions around office attendance and hybrid work policies. Specifically, we’d like to emphasize why the current three-day in-office schedule should remain in place, and ask that if consideration is being made to increase this, that a consultation is held with Publicis Employees at large.

The current model has become a cornerstone of how we work, providing the flexibility we need while still allowing for meaningful collaboration. While we’re aware that WPP recently moved to a four-day office requirement, we believe a similar change here, especially without thorough input from employees, could bring unnecessary challenges.

Here’s why keeping the three-day hybrid schedule is so important:

Retention of Talent

Gartner research has shown a 16% lower intent to stay for higher performing employees in the face of on-site work mandates, leading to worse outcomes for clients.

Research by Pittsburgh University found that it takes significantly longer time for firms to fill job vacancies after the mandates are implemented, and hire rates also significantly decrease.

This is backed up by research from Great Place To Work which links mandates with higher turnover risk and higher rates of disengagement. 

Maintaining Equitable Practices

McKinsey research suggests a majority of women report having more focused time to get their work done when they work remotely. Further, both men and women see flexibility as a ‘top 3’ employee benefit and critical to their company’s success.

This is backed up by BLS data which suggests that women work from home more than men, and take on more childcare than men. Requiring more days in the office will disproportionately affect women.

The Pittsburgh research also found that the increase in turnover rates is more pronounced for female employees, more senior employees, and more skilled employees.

An EIG study has indicated that remote working practices are a key factor in higher employment rates for employees with disabilities.

Supporting Employee Well-Being and Work-Life Balance

The current model gives us the flexibility to manage both work and personal responsibilities. Whether it’s caring for children, looking after aging parents, or even something as simple as arranging pet care; this balance has been essential, and for many of us an additional office day would mean higher costs.

There’s also the reality of commuting. Many employees spend hours each week traveling to and from the office, cutting into time that could be spent with family, exercising, or just recharging. With transportation costs on the rise globally, the financial strain adds another layer of stress.

According to Vitality data, another tertiary benefit of more hybrid work is  that it leads to fewer days lost to sick days (likely because of lower spread to other employees, faster recovery time, and fewer infection opportunities).

Addressing Operational Realities

Our offices are already operating at capacity on peak days, with limited desk space and meeting rooms rarely free. Increasing the number of mandatory in-office days could make these issues worse, creating a less efficient and more frustrating work environment.

Balancing Productivity and Personal Preferences

One of the reasons hybrid work has been so successful is that it caters to different working styles. Some of us thrive in the energy of a busy office, while others work better in quieter spaces. Being able to work from home on some days provides the calm needed for focus-intensive tasks.

This is backed up by research by Upworth's Research institute who have confirmed "There’s nothing that correlates higher in-office time with better performance; in fact it’s the opposite".

If more days are mandated in the office, employees who rely on these quieter periods to do their best work may struggle. This could impact both their productivity and overall well-being, not least of all for employees who are not neurotypical, or have other access considerations.

Maintaining Trust

When many of us joined or renewed our contracts at Publicis, we did so with the understanding that the three-day hybrid model was a core part of our work culture. Changing this policy without consulting employees risks undermining the trust that’s been built over time.

As we have seen with WPP, thousands of employees signed a petition indicating employee preference publicly, causing reputational harm to the business by not having clear communication ahead of time and considering employee desires.

The Importance of Collaboration and Consultation

Publicis has always valued collaboration, and that includes involving employees in decisions that affect their daily lives. If changes to the hybrid work model are being considered, we ask that leadership engage with us first. A collaborative approach will help ensure that any updates reflect the realities and needs of the people who make this company thrive.

* * * * * * * *

With the above said we are therefore asking that no change is made to the current days-in-office structure, and we want to thank you for taking the time to hear our concerns. We are proud of the work we do and remain deeply committed to the success of Publicis Groupe.

Sincerely,

The Undersigned Employees of Publicis