Week in review: Bank of America bans consecutive remote days

Bank of America announced that its employees will no longer be permitted to work from home on two consecutive business days, a policy that takes effect immediately and applies to all staff except those in client‑facing roles who already work on site five days a week. Under the new rule, workers must still attend the office three days each week, but any remote days must be spaced apart, preventing stretches such as a Friday‑to‑Monday remote block. The bank said the change is intended to foster greater collaboration among staff and to make more efficient use of office space, avoiding overcrowding while still offering flexibility.

The policy shift comes amid broader discussions about workplace flexibility and employee development highlighted in HR Dive’s summer reading list for 2026, which curates titles on work and the workplace. A recent ETS survey released on August 14 found that many workers view upskilling as essential, yet they often encounter obstacles in securing employer support for training, especially in technology and finance sectors where fear of obsolescence is high. Meanwhile, other HR‑related developments include a lawsuit filed by an insurer against SHRM over alleged race discrimination, Maine’s new law affecting employers with ten or more employees, and Virginia’s upcoming statewide pay‑history law slated for July 1, 2026.

These concurrent trends illustrate a shifting HR landscape where companies balance operational efficiency with employee expectations for growth and fairness. Bank of America’s remote‑day restriction reflects a move toward structured hybrid work models, while the survey and legal actions underscore ongoing challenges in talent development and compliance. As new state regulations on pay history and employer liability take effect, organizations will need to adapt policies and resources to meet both regulatory demands and the evolving needs of a workforce eager to upskill and maintain relevance.

⚡ Effects Interpreter