WFH.. Does your office have a policy?

6 Comments

1. AnonymousFebruary 6,2026 at 4:32PM UTC

   I have a few thoughts here but will start with this: I find these conversations are most productive with the focus is on 'is the work getting done' vs where the work is getting done. If possible, revisit the conversation from this angle offering to put in place key weekly deliverables or expectations (within reason)-not just when you WFH. Anticipate some concerns-if you're in a customer facing role what is the insurance of your availability? if your manager relies on drive by desk chats to give you tasks or items, how would that be handled? etc. And, if you're able in the conversation, ask your manager what their concern is to help you understand their position. Understanding this might also help your approach.

   I'm not sure how long you've worked there, but I would recommend revisiting the conversation after your first 90 days.

   Be prepared with a non gendered response for 'why.' You mention gender, and frankly, I'm not sure why that needs to play a role in the conversation. Your why might be "I find that the change in pace really helps my productivity with heads-down tasks. I sit down and work earlier because I don't have to commute and have fewer interruptions in my day, and when I come back to the office, I feel refreshed with more energy."

   There is also a chance that your request is triggering a response to a different situation (I know Billy is abusing WFH and I haven't dealt with it, and giving the opportunity to someone else makes me look bad). It also my drive a fear that 'no one will be here.' So, if you're able to get at the why, it could be helpful.

   The policy question is interesting. You're suggesting your organization does not have one. When my organization was in-person, we also did not, but there were 'special deals' that some employees had with their managers that others weren't privy to. That created a little tension and the feelings that you're conveying. Unfortunately, a policy didn't help because it essentially just required those deals to be documented and didn't create a process for others to also have the opportunity.

2. SPQFebruary 7,2026 at 11:23PM UTC

   Is your boss the only manager/boss in the company? If so, based on his response ("What for?"), I think your company is not open to adopting a Policy, or it's gonna take more than a single leadership position to champion it.

   In the absence of a company Policy, WFH is at the discretion of a manager... Just like it's their discretion to let you take a longer lunch break, shift your work hours to allow you to start earlier or later, or allow you to take a "sick day" to take care of someone else.

   So like others have said, you'll have to have a conversation with your boss... It's not about abusing the privilege, but more about why you should be granted it. Saying "almost everyone else does" won't be a convincing argument.

   Has your boss consistently been pleased with your work ethic and quality? Perhaps you've had positive feedback for some time now, and the best way you can think of for him to thank you and recognize your contribution is to grant you the opportunity to WFH. Let them know it would mean a lot to you.

   This conversation especially works well if you're being recognized with a positive year end review, a bonus, an change in title and responsibility.

3. maria roseFebruary 8,2026 at 10:35PM UTC

   My question for the OP is this why are you looking to change how you do the job you were hired to in office to a WFH position. You were not hired to WFH but suddenly you are desiring to WFH instead because you became aware that other fellow employees are allowed some form of WFH.

   I get the lure of WFH, but it doesn’t sound like the company you are presently working for, is really set up for a person to WFH full time, regardless of your desire to do and your impression that they can accommodate you to do the job that you were hired to do in a WFH position. Sure find a way to have that conversation as suggested and again don’t bring gender into the conversation—you need to sell how much more productive you would be doing whatever you do in office but at home—do you already have an home office desktop with the proper programming installed that can interface correctly with the office equipment program—don’t expect that to be an automated give or approval because all work, clock ins, etc has to be able to be audited and accounted for via the company’s internal accounting system. As the employee versus being the employer, you saying that the job can be done out of the office, has a bit more details to iron through. Frankly if you were planning to work primarily in a WFH position, why would you have not brought this up during your hiring interview before accepting an interview office position. All I am saying is that should have been an upfront conversation from the get go about doing the job as a WFH. If you find that after having that discussion conversation doesn’t lead you changing your position to the desired WFH role, and you are not happy with continued employment as an In office worker, you should start applying for other positions that are clearly defined as WFH, but don’t quit or give notice until you land that desired WFH job role.

4. BarbaraFebruary 10,2026 at 4:30PM UTC

   Your office policy is a no to

   you to WFH. there aren’t any mandated rules that employers must provide this as an option equally to all employees. You can let your boss know that you’d like this option and

   get clarity around when you can exercise it then accept it.

5. Katheryn MFebruary 11,2026 at 2:52PM UTC

   A lot of the advice here is technically true, but I think it skips over the feelings piece. When flexibility exists informally and seems to apply to some people but not others, it can feel pretty crappy — even if it’s allowed.

   I don’t think it’s insubordinate to keep asking questions, as long as you’re trying to understand, not pick a fight. It’s fair to ask why some flexibility exists, what your boss’s concerns actually are, and whether there are any conditions where it could work for you. Keeping it focused on “is the work getting done” helps.

   It’s also okay to say out loud that it feels bad to experience what looks like different rules for different people. Your boss might not care — but you’re still allowed to name it. And for all you know, there could be accommodations or circumstances you don’t know about (like with the new mom).

   Please advocate for yourself. Asking doesn’t mean you expect a yes — it just means you’re not swallowing frustration in silence.

6. AnonymousFebruary 11,2026 at 4:04PM UTC

   If it's not essential for you to be in the office every day for your position, then I don't see why you couldn't work from home on a regular basis, as it's way more cost effective not just for you but for the business to.