Valid is entirely up to the eye of the beholder. For them, they may be valid reasons even if you don’t like them.
It’s all about pros/cons and either sides approach.
One big one you didn’t list - it’s really hard to a manager to see what is actually happening when remote, which can let some serious problems
fester.
Some (but not most!) employees may be burning out, or violating security or labor rules, or not following company policies, or whatever, and these would be trivial to detect in person, but nearly impossible to do so remotely. And almost definitely impossible to do anything about effectively while remote.
Having ineffective management ("it’s really hard to a manager (sic) to see what is actually happening when remote, which can let some serious problems fester") is a leadership problem that is easily fixed by hiring competent and experienced leaders who have worked with remote teams.
Incompetent leaders cannot manage people remotely and they generally do a poor job when in person, but it's masked by their ability to micromanage and type-A the problem away.
It’s all about pros/cons and either sides approach.
One big one you didn’t list - it’s really hard to a manager to see what is actually happening when remote, which can let some serious problems fester.
Some (but not most!) employees may be burning out, or violating security or labor rules, or not following company policies, or whatever, and these would be trivial to detect in person, but nearly impossible to do so remotely. And almost definitely impossible to do anything about effectively while remote.