Oklahoma Return to Office Mandate 2026

What is Oklahoma’s return to office mandate?

Oklahoma’s return to office mandate refers to Executive Order 2024-29, signed by Governor Kevin Stitt on December 18, 2024. The order requires all full-time Oklahoma state employees to perform their duties in their assigned office, facility, or field location by February 1, 2025.

The mandate applies exclusively to state government employees and does not apply to private sector employers or employees. Limited exceptions are available for employees with non-standard work hours, roles where in-office employment is unreasonable, or agencies facing office space constraints.

Source: Executive Order 2024-29, Oklahoma Administrative Code § 1:2024-29
Available at: Oklahoma Register, Volume 42, Issue 9, January 15, 2025

Does Oklahoma’s return to office mandate apply to private employers?

No. Executive Order 2024-29 applies only to Oklahoma state government employees. The order has no legal effect on private sector employers or their employees.

Private sector employers in Oklahoma may independently establish their own workplace policies regarding remote work, hybrid arrangements, or return-to-office requirements. These policies must comply with Oklahoma’s at-will employment doctrine, anti-discrimination laws, reasonable accommodation requirements, and any contractual obligations to employees.

Source: Executive Order 2024-29 and Oklahoma employment law framework
Available at: Oklahoma Governor’s Office and Oklahoma statutes

Can my employer force me back to the office in Oklahoma?

If you work in the private sector in Oklahoma, your employer generally has the authority to require you to work from a specific location as a condition of employment, subject to legal requirements and exceptions.

Oklahoma is an at-will employment state, meaning employers can establish work location requirements and potentially terminate employees who refuse to comply. However, important exceptions apply:

Contractual Protections: If you have an employment contract (written or implied through handbook policies) that specifies remote work or work location rights, your employer must honor those terms.

Reasonable Accommodations: If you have a disability, you may request remote work as a reasonable accommodation. Your employer must engage in an interactive process and provide reasonable accommodations unless doing so would cause undue hardship.

Protected Activities: Your employer cannot require return to office as retaliation for engaging in protected activities such as filing discrimination complaints or workers’ compensation claims.

Collective Bargaining Agreements: If you are covered by a union contract, the terms of that agreement govern work location requirements.

For state employees, Executive Order 2024-29 requires return to office by February 1, 2025, subject to limited exceptions granted by agency executives.

Source: Oklahoma at-will employment law, Oklahoma Anti-Discrimination Act, Americans with Disabilities Act
Available at: Oklahoma case law and statutes, federal ADA regulations

What are my accommodation rights under Oklahoma law?

Oklahoma law prohibits discrimination based on disability and requires employers to provide reasonable accommodations to qualified individuals with disabilities, consistent with the federal Americans with Disabilities Act (ADA).

Who is Covered:

Oklahoma Law: All employers in Oklahoma (including those with only one employee) are covered by the Oklahoma Anti-Discrimination Act

Federal ADA: Employers with 15 or more employees are covered

What is a Reasonable Accommodation:

A reasonable accommodation is a modification or adjustment to a job, work environment, or the way things are usually done that enables a qualified individual with a disability to enjoy equal employment opportunities. This may include:

• Modified work schedules or part-time schedules
• Reassignment to a vacant position
• Acquisition or modification of equipment or devices
• Modification of policies
• Telework or remote work arrangements
• Other modifications that enable equal employment opportunity

Interactive Process:

When you request an accommodation, your employer must engage in an interactive process with you to identify effective accommodations. This is an ongoing dialogue to determine:

• Whether you have a disability
• What limitations you experience
• What accommodations might be effective
• Whether any accommodation would cause undue hardship

How to Request:

You may request an accommodation orally or in writing. You do not need to use specific language or mention the ADA. Simply explain that you need an adjustment at work because of a medical condition.

Source: Oklahoma Anti-Discrimination Act (25 Okla. Stat. §§ 1101-1706), Americans with Disabilities Act (42 U.S.C. § 12101)
Available at: Oklahoma statutes, EEOC guidance at www.eeoc.gov

How do I file a discrimination complaint in Oklahoma?

You may file a discrimination complaint with either the Oklahoma Attorney General’s Office of Civil Rights Enforcement (OCRE) or the U.S. Equal Employment Opportunity Commission (EEOC), or both. Due to a work-sharing agreement, filing with one agency automatically satisfies the filing requirement for the other.

State Agency – OCRE:

Filing Deadline: 180 days from the last discriminatory act

How to File:

• Phone: (405) 521-3921
• Email: oag.ocre@oag.ok.gov
• Mail: Office of Civil Rights Enforcement, 313 NE 21st Street, Oklahoma City, OK 73105

Federal Agency – EEOC:

Filing Deadline: 180 days if filing only with EEOC; 300 days if also covered by state law

How to File:

• Online Portal: https://publicportal.eeoc.gov/
• Phone: 1-800-669-4000
• In Person: 215 Dean A McGee Avenue, Suite 524, Oklahoma City, OK 73102

What to Expect:

After filing, the agency will investigate your complaint by reviewing evidence, interviewing witnesses, and requesting information from your employer. The agency will then determine whether there is reasonable cause to believe discrimination occurred. Depending on the findings, the agency may facilitate settlement, issue a right to sue notice, or file an enforcement action.

Source: Oklahoma Attorney General’s Office, U.S. Equal Employment Opportunity Commission
Available at: https://oklahoma.gov/oag and https://www.eeoc.gov

Can I request remote work as a reasonable accommodation?

Yes. Remote work (telework) may be a reasonable accommodation for a disability under the Americans with Disabilities Act and Oklahoma Anti-Discrimination Act.

When Remote Work May Be an Accommodation:

According to EEOC guidance, whether remote work is a reasonable accommodation depends on:

• Whether the essential functions of your position can be performed remotely
• Whether you can perform those functions effectively from home
• Whether granting the accommodation would cause undue hardship to your employer
• Whether there are alternative accommodations that would be equally effective

How to Request:

Inform your employer that you need an accommodation due to a medical condition and explain that you are requesting to work remotely. Your employer may request reasonable documentation from a healthcare provider to establish that you have a disability and explaining why you need the accommodation.

Interactive Process:

Your employer must engage with you in an interactive process to determine whether remote work is feasible and effective, or whether alternative accommodations would work.

Employer’s Obligation:

If remote work is a reasonable accommodation that does not impose undue hardship, and you can perform the essential functions of your job remotely, your employer must grant the accommodation.

Source: EEOC, Work At Home/Telework as a Reasonable Accommodation
Available at: https://www.eeoc.gov/laws/guidance/work-hometelework-reasonable-accommodation

What is the Oklahoma Anti-Discrimination Act?

The Oklahoma Anti-Discrimination Act is Oklahoma’s state law prohibiting discrimination in employment, housing, and public accommodation based on protected characteristics.

Citation: 25 Okla. Stat. §§ 1101-1706

Protected Characteristics:

• Race
• Color
• Religion
• Sex (including pregnancy)
• National origin
• Age (40 years and older)
• Disability
• Genetic information
• Retaliation for opposing discrimination or participating in investigations

Employer Coverage:

The Oklahoma Anti-Discrimination Act applies to all employers in Oklahoma, including those with only one employee. This provides broader coverage than federal Title VII, which applies only to employers with 15 or more employees.

Enforcement:

The Act is enforced exclusively by the Oklahoma Attorney General’s Office of Civil Rights Enforcement (OCRE).

Remedies:

If discrimination is found, remedies may include:

• Reinstatement or hiring
• Back pay
• Liquidated damages (up to double back pay)
• Injunctive relief
• Attorney’s fees

The Act abolished common law tort claims for employment discrimination, making statutory remedies the exclusive remedy.

Source: Oklahoma Anti-Discrimination Act, 25 Okla. Stat. §§ 1101-1706
Available at: www.oklegislature.gov (Oklahoma Legislature – Statutes)
Last Major Amendment: 2011, effective November 1, 2011

Where do I file an EEOC complaint in Oklahoma?

EEOC complaints in Oklahoma should be filed with the EEOC Oklahoma City Area Office, which serves the entire state.

EEOC Oklahoma City Area Office:

215 Dean A McGee Avenue, Suite 524
Oklahoma City, OK 73102

Phone: 1-800-669-4000 (toll-free)
Local: (405) 231-4911
TTY: 1-800-669-6820 (for Deaf/Hard of Hearing)
ASL Video Phone: 1-844-234-5122

How to File:

Online (Recommended): https://publicportal.eeoc.gov/ – Schedule a telephone, video, or in-person interview

By Phone: Call 1-800-669-4000 to schedule an interview

In Person: Walk-ins accepted Monday, Tuesday, Thursday, Friday from 8:30 a.m. to 12:30 p.m., but appointments are strongly recommended

Office Hours: Monday – Friday, 8:30 a.m. – 4:00 p.m. (except federal holidays)

Deadlines:

• 180 days from the last discriminatory act if filing only with EEOC
• 300 days if the charge also involves a violation of state law

Work-Sharing Agreement: Oklahoma has a work-sharing agreement with EEOC, so charges filed with the Oklahoma Attorney General’s Office of Civil Rights Enforcement are automatically cross-filed with EEOC, and vice versa.

Source: U.S. Equal Employment Opportunity Commission
Available at: https://www.eeoc.gov/field-office/oklahoma

What is at-will employment in Oklahoma?

At-will employment is the default employment relationship in Oklahoma, meaning that either the employer or the employee can terminate the employment relationship at any time, for any lawful reason, or for no reason at all, with or without notice.

Legal Basis:

Oklahoma courts have established the at-will employment doctrine through case law. According to Oklahoma Supreme Court decisions, the “terminable at-will employment doctrine” allows an employer to discharge an employee for good cause, for no cause, or even for morally wrong cause without being liable for a legal wrong, subject to important exceptions.

Source: Oklahoma case law, including Burk v. K-Mart, 1989 OK 22, 770 P.2d 24

Exceptions:

At-will employment in Oklahoma is subject to several important exceptions:

Statutory Exceptions: Employers cannot terminate employees based on protected characteristics (race, color, religion, sex, national origin, age, disability, genetic information) under the Oklahoma Anti-Discrimination Act and federal laws.

Contractual Exceptions: If an employee has a written employment contract or implied contract (such as through handbook policies) specifying terms of employment or grounds for termination, those contractual terms override the at-will presumption.

Public Policy Exception: Employers cannot terminate employees for reasons that violate clear public policy, such as:

• Refusing to engage in illegal activity
• Exercising a statutory right (e.g., filing workers’ compensation claim, serving on jury duty)
• Reporting illegal conduct (whistleblowing)

Retaliation Exceptions: Employers cannot terminate employees in retaliation for engaging in protected activities such as opposing discrimination, filing complaints with government agencies, or participating in investigations.

Impact on Return to Office:

At-will employment generally allows employers to require employees to work from a specific location as a condition of employment. However, employers must still comply with anti-discrimination laws, reasonable accommodation requirements, and cannot retaliate against employees for engaging in protected activities.

Source: Oklahoma employment law, Oklahoma Anti-Discrimination Act
Available at: Oklahoma case law and statutes

What is the difference between state employee and private sector return to office requirements in Oklahoma?

State employees and private sector employees in Oklahoma are subject to different return to office requirements:

State Employees:

Requirement: Executive Order 2024-29 requires all full-time state employees to perform their duties in their assigned office, facility, or field location by February 1, 2025

Exceptions: Limited exceptions may be granted by agency executives for:

• Employees with non-standard work hours
• Roles where in-office employment is unreasonable
• Agencies at full office capacity where additional space would require additional cost

Oversight: Office of Management and Enterprise Services (OMES) monitors compliance and receives quarterly reports from agencies

Enforcement: Executive Order enforceable against state agencies and employees

Private Sector Employees:

Requirement: No state-mandated return to office requirement. Employers may independently establish workplace location policies

Legal Framework: At-will employment allows employers to set work location requirements subject to:

• Anti-discrimination laws
• Reasonable accommodation obligations
• Contractual commitments
• Collective bargaining agreements
• Public policy exceptions

Employee Protections:

• Right to request reasonable accommodation for disabilities
• Protection against discrimination based on protected characteristics
• Protection against retaliation for engaging in protected activities
• Contractual protections if applicable

Common Elements:

Both state and private sector employees in Oklahoma are protected by:

• Oklahoma Anti-Discrimination Act
• Federal anti-discrimination laws (Title VII, ADA, ADEA, GINA)
• Reasonable accommodation requirements for disabilities
• Anti-retaliation protections

Source: Executive Order 2024-29, Oklahoma employment law framework
Available at: Oklahoma Governor’s Office, Oklahoma statutes

When does Oklahoma’s return to office order take effect?

Executive Order 2024-29 became effective on February 1, 2025, requiring full-time Oklahoma state employees to perform their duties in their assigned office, facility, or field location.

Key Dates:

December 18, 2024: Governor Kevin Stitt signed Executive Order 2024-29

February 1, 2025: Effective date – all full-time state employees required to return to assigned office locations unless granted an exception

March 31, 2025: First quarterly report due from state agencies to OMES regarding remote/hybrid workforce composition

Ongoing: Quarterly reports continue to be submitted to OMES

Current Status:

As of January 2, 2026, the return to office mandate has been in effect for approximately 11 months. According to OMES reports, approximately 8,000 out of 26,000 covered state employees have been granted exceptions to the mandate.

Source: Executive Order 2024-29, Oklahoma Administrative Code § 1:2024-29
Available at: Oklahoma Register and Governor’s Office announcements

What exceptions exist to Oklahoma’s return to office mandate?

Executive Order 2024-29 allows agency executives to grant limited exceptions for the following reasons:

Exception Category 1 – Non-Standard Work Hours:

Agency employees whose work hours are outside normal business hours, such as:

• Evening shifts
• Weekend shifts
• Holiday shifts

Exception Category 2 – Unreasonable In-Office Employment:

Agency employees for whom no reasonable in-office employment is possible. This may include employees whose work by nature requires field work or cannot be performed in an office setting.

Exception Category 3 – Office Space Constraints:

Agencies that are at full office capacity and where new or additional office space would have to be acquired at additional cost.

Certification and Reporting:

• Any exception must be certified by the respective agency executive
• Agencies utilizing the office space constraint exception must provide to OMES:
  • Number of employees granted exceptions
  • Job description for each employee
  • Anticipated return to office date
• All agencies must provide quarterly reports to OMES starting March 31, 2025, listing all exceptions with explanations

Discretion:

Agency executives have discretion to grant exceptions within the categories specified in the Executive Order. However, exceptions must fit within one of the three specified categories and must be properly documented.

Source: Executive Order 2024-29, paragraphs 2-5
Available at: Oklahoma Administrative Code § 1:2024-29

Is there pending return to office legislation in Oklahoma?

As of January 2, 2026, there is no pending legislation in the Oklahoma Legislature specifically addressing return-to-office mandates for either state employees or private sector employers.

Legislative Research:

Searches of the Oklahoma Legislature website and bill tracking systems reveal no active bills proposing:

• Additional return-to-office requirements
• Restrictions on employer return-to-office policies
• Remote work protections
• Telework mandates or regulations

Current Framework:

The existing legal framework consists of:

State Employees: Executive Order 2024-29 (administrative action, not legislation)

Private Sector: At-will employment doctrine with anti-discrimination protections

Monitoring Future Changes:

Those interested in potential legislation can monitor:

Oklahoma Legislature Website: www.oklegislature.gov
Search for bills using terms: “remote work,” “telework,” “return to office,” “workplace location”

Governor’s Office: https://oklahoma.gov/governor.html
Monitor for new executive orders or policy announcements

Source: Oklahoma Legislature bill tracking system
Last checked: January 2, 2026