Hi there. I need some advice.

17 Comments

1. maria HamelersSeptember 17,2025 at 8:23PM UTC

   Maybe he negotiated that as part of hiring process and had it put in his contract….

2. AnonymousSeptember 17,2025 at 11:31PM UTC

   It's possible they have a legit reason to need that specific day as a remote work day. A very legit reason, not just because they want to. Pre-COVID, there were a couple of individuals where we worked with them on either a hybrid schedule or fully remote due to their individual circumstances. They were both high performers that we did not want to lose and both very respectfully made their cases and we were able to work this out with them. So with you, are you asking just because you want to or is there some specific need that can be satisfied if you are able to work from home one day a week?

3. downina holeSeptember 18,2025 at 1:46AM UTC

   they negotiated it into their compensation.

   gotta love it though. WFH wednesdays....split the week in half. how about WFH thursday and friday, every other week?

4. AnonymousSeptember 18,2025 at 12:24PM UTC

   Well that escalated fast.

5. Anna GorovitsSeptember 18,2025 at 12:44PM UTC

   Lol calm down

6. AnonymousSeptember 18,2025 at 12:50PM UTC

   Tread Lightly...

   Pushing on an issue that Management has made clear and firm could potentially come back and bite - You might be labeled as a "Problem"

7. Jacqueline CutlerSeptember 18,2025 at 1:46PM UTC

   I would go very gently here. Can you find out why the other staffer is allowed to take off on Wednesday? (It could be for something temporary and awful, like taking a spouse to chemo.) So, if you're unsure and management has drawn a line in the sand, I'm not sure I'd take this approach. At the very least, try to find out quietly why someone else was allowed.

8. AnonymousSeptember 19,2025 at 11:08PM UTC

   It’s frankly none of the OP’s business why this colleague has WFH Wednesday. What if it’s for a medical reason or therapy? My god, leave that person alone!

9. AnonymousSeptember 18,2025 at 4:01PM UTC

   Perhaps this person has a medical reason for their WFH day? Don't use their special exemption to try to broker your situation. I would suggest you leave this alone and focus on doing a great job. Your need to work from home won't help you within this specific company to grow and prosper, it's not about tenure. If you really need WFH days use your PTO or vacation days to take those days for you. The company has set their boundaries and should you decide to stay there following them is best for you.

10. AnonymousSeptember 18,2025 at 4:08PM UTC

    Requesting a variance and using others as the reason is likely going to be unsuccessful. I would let it lie for now, and when you have a performance review, bring it up in that context: with such great performance, I was wondering if we could revisit my request to work from home one day a week. You might ask what the process is to make a formal request for a different work schedule. As others noted, you don't seem to know the reason for this other person's schedule, and it could be some level of accommodation.

    I also encourage you to shift your thinking: being in the office isn't just about whether you need to be in that place to 'do the job,' it's also about being a part of the culture and team. Your manager may also have this in mind. There are pros and cons to working a different schedule than everyone else.

11. AnonymousSeptember 18,2025 at 8:48PM UTC

    I agree with another poster. Put a pin in it for now and bring it up at review time to review your request. Also, WFH isn't about lifestyle or your preferences, it's actually used for cost effective measures for companies (initially it was about a communicable disease, but then after that simmered and WFH continued, companies realized they could save some money). Then some people took advantage and the companies and orgs like mine, squashed it because some abused it. Trust me, we are in the same boat. If you have a special accommodation, yes, that person, may receive approval. But to make it sound like I want to be home and work, isn't going to fly. I've seen flexjobs.com around this platform and heard it had lots of remote jobs. Maybe consider that. I would highly prefer hybrid again but sucking it up. I'm fortunate that I have a boss who will allow me to do once in a while as needed, like a home repair is happening and I have to be there. But otherwise, like you, we're all dealing with this back in the office thing.

12. AnonymousSeptember 19,2025 at 1:30AM UTC

    For whatever reason you were not afforded the same accommodation as this person but you also don't know the details as to why,this exception was made and for how long this was granted so I would not get yourself all tied up in knots about the unfairness of it. Accept it bring it up at another time. In the meantime, look for a hybrid job.

13. AnonymousSeptember 19,2025 at 5:13AM UTC

    Wow! What a rude, inappropriate reply to someone who posted here for advice, not your condemnation and negativity. Jump off, negative nellie!

14. AnonymousSeptember 19,2025 at 11:35PM UTC

    This is clearly not a hybrid job. So regardless of the fact a person was granted an accommodation....your job is an in-office position. There should not be any confusion about someone else's situation because it's none of your business. So if you want a hybrid position. I suggest that is what you find. You have been told that unfortunately your position is not hybrid.

15. maria roseSeptember 20,2025 at 1:10AM UTC

    You, the OP state very clearly that your position is a required 5 day in site position but you noticed that a new hire has a 4 day in site position and you would like a similar arrangement. There’s a few things you need to understand. Your paycheck and job position is based on your current 5-day in site position . You assume that you can just ask for an adjustment to have one day as a WFH and not change anything about your salary pay. That have should have been your first question when you noticed new hires getting 4 days in site or did you assume that they were full time employees as you, the OP are. Did you forget that you are the employee not the employer and as the employee you work as needed and required by your current position requirements.

    Now if you are determined to lower your in site time, because you assumed that your company has WFH positions, I advise you to research those positions in detail especially the paycheck salary given to those employees who are WFH and if you would lose benefits if you switched to any potential option. The grass may not be as green as you expect So instead of assuming ask your HR department and get the full information on the new position schedule Don’t assume that you will remain with the same package of employment—salary/benefits/etc —if you switch to WFH .

16. AnonymousSeptember 23,2025 at 11:08PM UTC

    Instead of being confrontational about the new employee getting a work from home day (there might be a good reason based on an unavoidable family or medical issue), after some time has elapsed, write up a proposal about working from home one day a week, addressing any concerns your boss might have about it and assuring him/her that you will be productive and not abuse the privilege. If you get a hard no and there isn't a logical reason why you need to be in the office that day, then you could mention "It seems to be working well for Mr. Newbie and I promise I will be productive. Could I try it for (next month) to see if it works? "That way, you address potential concerns and appeal toward your boss's sense of fairness without a high risk of angering your boss.

17. AnonymousSeptember 24,2025 at 2:44PM UTC

    I disagree that you can't use one person's exception as an argument for yours. You can find out under what circumstances a work-at-home arrangement can be granted, as it seems there are some. If companies are going to have strict in-office policies, then they need to either grant no exceptions or grant them consistently, with clear policies and processes for requesting and allowing them. (That is my opinion, not any kind of legal statement.) So ask HOW you get a remote day, since it seems to be a possibility, not just say that you want one.