RTO Fairness Snapshot
☆Log how many days each member of your group comes into the office per week, and this tool draws a neutral, factual picture of how consistent those days are across the team. It describes the numbers — it does not point fingers.
Your inputs are saved on this device
You can edit names and add members. Use approximate counts for people outside your direct group if you want the wider comparison.
Advanced ▾
Used in the neutral summary so the snapshot reads naturally when you print it.
Team consistency snapshot
Group average—
The mean weekly in-office days across everyone listed.
Highest vs lowest—
The spread between the most present and least present member.
Enter your team to generate a factual snapshot.
Tip: use Export to save a text record, or print this page (Ctrl/Cmd+P) to keep a dated snapshot for a neutral conversation with your manager about how in-office days are decided.
Why this matters
A common complaint in anonymous workplace forums is that some teams — often HR and other back-office functions — stay fully remote while business-line staff are told they must be on site (a pattern reported in the layoff-community discussions of 2026). Separately, consulting anecdotes describe people whose contract promised three work-from-home days, only to have a new manager quietly raise that to five. Neither grievance is easy to raise on its own: it feels like complaining. But a dated, written picture of who actually comes in, and how often, turns a vague sense of unfairness into something you can discuss calmly.
How it works
You list each member of your group (you can add or remove rows) and enter their typical weekly in-office days on a 0–5 scale. The tool draws one horizontal bar per person, lengths the bar to that day count, then computes the group average, the highest-to-lowest spread, and a one-line neutral finding. Nothing is uploaded; the snapshot lives in your browser so you control when and with whom it is shared.
What the results mean
If the bars are roughly the same length, your group's office-day load is internally consistent and the question is really about how the policy is written. If the spread is two days or more, the finding names that spread factually — e.g. "counts differ by up to 4 days." Use that line as the opening of a neutral conversation about whether in-office expectations are applied consistently, rather than as an accusation. Pair it with the After-Hours Meeting Load tool if the office-day question is part of a broader workload pattern.
Keep a dated copy of each snapshot. A consulting anecdote describes a contract that promised three work-from-home days, quietly raised to five by a new manager; a written record of who came in, and when, is what makes "the arrangement changed" a conversation rather than a he-said-she-said. The point is not to weaponize the chart — it is to make the current state legible to everyone in the room, including your manager.
Frequently Asked Questions
What counts as a "structural difference"?
Factually, a spread of two or more weekly in-office days across people on similar teams. The tool reports the spread; it does not label anyone as treated unfairly.
Should I screenshot this to my whole team?
No. This snapshot is designed for a one-to-one, neutral conversation with your manager or HR about how days are decided, not for public shaming. The wording is deliberately factual.
Where does the double-standard data come from?
It reflects widely-shared anecdotes from anonymous workplace forums about back-office teams remaining remote while client-facing teams return on site. Treat it as context for the conversation, not a proven statistic.