The idea of a remote work mandate—a legal right to work from home at least part of the week—is gaining attention worldwide. In Australia’s state of Victoria, lawmakers are pushing to give employees two guaranteed work-from-home days. This raises an important question for U.S. workers and businesses: could a similar mandate work in America? While remote work has become a permanent feature of modern employment, mandating it through law opens up complex debates about culture, autonomy, and the future of work.

Why Employers Resist Remote Work Mandates

American businesses have long favored flexibility and autonomy in deciding workplace policies. For many employers, remote work is seen as a privilege, not a right. A remote work mandate in the U.S. would likely face strong resistance, with companies arguing it limits organizational control and threatens company culture. Major employers like Amazon and Google have already pushed for stricter return-to-office policies, showing just how contentious the issue has become. Mandates may aim to protect workers, but they also risk deepening tensions between management and employees.

Could Remote Work Be Legislated in the U.S.?

Unlike Victoria, the United States has a fragmented system of state-level labor laws, making a nationwide remote work mandate unlikely. Progressive states might consider adopting such policies, especially in line with movements for paid family leave and workplace equity. But in more conservative states, the debate would center on “freedom” versus government overreach. The outcome would likely be a patchwork: some states embracing a right to work from home, while others double down on employer-led flexibility. This divide reflects deeper workplace trends around trust, control, and employee rights.

Finding a Balanced Path Forward

The lesson from Victoria’s proposal is that mandates alone rarely solve workplace challenges. Real progress comes from collaboration between businesses and workers, not one-size-fits-all laws. Instead of relying on compulsion, U.S. companies can focus on building hybrid work models that balance flexibility with performance. That means being transparent about when in-office presence is essential, supporting employees who work remotely, and creating workplaces people genuinely want to return to. A remote work mandate may spark debate, but the real opportunity lies in designing policies rooted in trust, adaptability, and shared value.