Work announced a move from 2 days to 4 days

I would phone ACAS and ask them whether two days being in your offer letter counts contractually. And of course it is right to be upset when you have taken a job that fits around family life and all of a sudden it doesnt. The parameters changed so ignore the judgey bitter people who make themselves feel better by blaming you.

I would be very annoyed in your position, OP. As you said, you gave up a fully remote job for this one and couldn’t have done so if not for the assurances at interview.

If you have something written in your offer letter - even if it’s not in your contract - I’d push back and see what they say. Make clear you would not have accepted this job given your caring responsibilities without this verbal assurance.

I know it’s of no help to the OP but I do think it’s a salutary lesson to anyone considering a job offer to look closely at the contractual conditions. If employers verbally promise a given benefit to get you to accept the role then make sure it’s documented (unless it wouldn’t sway your decision).

Going back to the OP, I think you are totally justified at feeling aggrieved at the goalposts being moved. I guess the thing to consider is could/would you walk over it? If you would, I’d be clear on this. Otherwise, I’d go in a bit more softly-softly.

But companies should care.
If they want to keep the staff that are important to them, then they shouldn’t do things like this. Decisions should be outcome based, and this may well have been, but it hasn’t been properly communicated to OP. If she understood the reasons it might help her come up with a suitable flexible working request.
people are allowed to walk the dog or hang their washing out on their lunch break.

Seriously, cannot begin to comprehend some of the responses on here.

Most responses are sympathetic to OP's position (some are taking issue with the suggested approaches from other posters e.g. that OP should make a request on a health / disability basis). However, equally, most are pragmatically recognising that if her contract has her place of work as the office, this poses an issue if she wants to challenge working onsite 4 days a week.

Of course, in terms of reasonableness, as I pointed out, the fact that the email and other communication did offer more of a hybrid role, works in her favour in terms of the conversation she can have with the decision-maker in this instance (which is not the boutique employer but the larger company that has taken over).

However, if the company want to hold firm, she has limited options - certainly she can put in a request, she can continue to state her position but she may have to accept the change or leave the role.

I’ve only read the first 2 pages of the thread but I’m surprised at the responses.

As someone on page 2 said, as the 2 day hybrid arrangement was explained to you and you accepted on that basis, I would start from the point that this does form part of your contract. I’m not an HR professional or employment lawyer but I am a lawyer (my employment law experience is almost 20 years old though!). It doesn’t have to be written in your contract for it to be a term of your employment, the fact that you’ve done it since you started and it’s written in emails can be enough. When my OH was given a company car that packed in and it was then taken away, it wasn’t written into his contract but as it was something that had happened afterwards it was deemed to be a contractual term and something they had to continue to provide.

If I were in your position I would:

1. respond to whatever email you’ve had about 4 days in the office to ask simply for confirmation that this doesn’t apply to you because you were offered hybrid 2 days a week. Don’t go into any reasons at this stage, you don’t want to in essence accept that you should be in for more than your 2 days. If you can find your offer email and your response, attach those to your email.
2. if they reply and say you’re included in the expectation to come in for 4 days, you need to reply with your reasons as to why you don’t agree and can’t - like you’ve explained already you wouldn’t have accepted the job if you’d been told it was 4 days in the office, say your childcare is arranged around it etc.
3. if they respond to say you still have to come in 4 days, you need to reply with what you need and want from them to agree ie a salary increase to cover a childminder and parking fees etc, if you’re willing to actually do that.

See if your home contents insurance covers legal fees for employment law matters and perhaps get some proper advice too (or just pay for it).

In reality if it is a term of your employment to work from home 2 days a week (which I think it is) then they’d have to put you through a consultation to change that, which it doesn’t appear they have done.

I wouldn’t be getting into the realms of flexible working requests etc as by doing that you’re agreeing you are required to go in for the 4 days as they’ve asked. I think some of the advice you’ve been given on this thread is way off employment law quite honestly.

I get it. My DC nearly adults now but I recall the horrors of childcare costs. AS pps have said though don't bring in your CC or dog costs.

I'd def say you offered me the job 2 days - I wouldn't have taken it otherwise. They say no, send it again. If still no ask for 3 days with payrise. If still no, look elsewhere. best of luck to you

Seriously, cannot begin to comprehend some of the responses on here.
OP accepted a role on the basis it worked in terms of lifestyle (regardless of the reasons). Employer is now changing the agreement, very soon after employment, which, in my view is unfair.
OP it sounds like you are not dependent on your salary, I would prioritise my child (and my dog).
I don't think you have anything to lose, have the discussion with your employer, if they say no, put in a formal flexible working request, if this is refused, raise a grievance or leave. For me it would be a hill I would be prepared to die on.

Good luck OP I hope this works out how you hope.

Yes of course but generally it’s an unfortunate reality is that this falls with woman most of the time. Women that are extremely underpaid in statutory maternity pay and therefore forced to return to work early, and then end up needing to reduce their hours or days to do the nursery runs, manage the house etc. My point was that the working system fails women and OP’s company just expecting people to return to 4 days in the office is an example of this.

Is there a union or work committee that could put forward a collective view? It’s a bummer, you have my sympathy.

I said this at the time, but people were very naive not to get their wfh arrangements written into their contracts.

As most places are coming back to majority office work this will be much harder to get now.

Er... the legal right that UK employees have to make flexible working requests? I'm not sure what else you want me to say?

https://www.gov.uk/flexible-working/applying-for-flexible-working

I wouldn’t be mentioning the dog. Taking time to walk it during the working day probably isn’t going to win you any respect.

The dog is your choice not a work issue really, I don’t deny it causes extra expense but one could argue that it should be being walked by a company anyway during the working day (unless you are using your breaks).

Except the OP has already said she wouldn't have accepted the job if she had to be in the office 4 days per week. She would have stayed in her fully remote job. It usually helps to read the OP in full before making comments that make you look silly.

WFH has tons of community benefits, reducing congestion, pollution and more. The benefits are in no way just for the employee

I'm no HR expert, but if it is writing that the job is twos days in the office in the offer letter, then I think that can be considered part of the contract. I would definitely look into that.
Also you can request a longer term flexible working trial (ie a year) before they accept or reject the request (I'm currently doing that to do more WFH day per week).

I can understand why this is annoying for you since you left a previous job on the understanding of a particular working arrangement. In your circumstances I would ask for the changes to be phased in over a longer period, e.g. stepping up to 3 days after a few months then 4 after another 3-6 months, rather than straight to 4 immediately.

Then use that time to either put different home arrangements in place yourselves to make more office time work, or look for a new role somewhere else.

Out of curiousity, can you explain what it is in law that makes your "right" to request flexible working any more of a "right" than your "right" to demand a company supplied Emotional Support Horse to accompany you in the office?

Here are some thoughts: it’s a long shot but potentially discriminatory if people affected are largely women. Since women traditionally carry child caring burden, move to 4 days a week could potentially affect mainly women who benefit from hybrid working. The effect eould be forced to quit. If there are other mothers impacted, suggest banding together and writing a letter to HR citing potential sex discrimination. Might be a long shot, but might buy you time to look for a new job or they may be more willing to negotiate- perhaps offer 3 days every 2 weeks for example.

I really think it’s so unfair how people (and especially women who have children) are expected to juggle 9-5 in an office everyday with the costs of childcare, drop offs pick ups as well as everything else!

I think you mean parents who have children. My husband has to pay as much for childcare as me and juggles drop offs and pick ups around office hours.

I get cross about this.

We need to collectively all start insisting on hybrid working being included in contracts, otherwise people are tricked into leaving contractually remote jobs only to be told a few months later we're expected in four or 5 days.

Its not reasonable.

You can submit a flexible request but don't assume that means it's granted. If the place of work is listed as the office on your contract that was on you to question before you gave up your other job. I think if the employer listed it there was always possibility of an increased days in office

OP if you accepted a post on the basis of 2 office days, then worked according to that schedule it is now implied into your contract of employment. It doesn’t need to be written in, your employer has accepted this pattern by virtue of allowing you to do it for a period of time. Seek legal advice. You don’t need a flexible working request, you have a contract in place that is 2 office days.

I would write an email to your manager, and let them know that when you took on the role it was advertised as 2 days per week and therefore you accepted the package on this basis. (If you are happy to go in more) I’d say that you are happy to commute to the office for the additional days, however you need to consider the extra expenses such as parking, petrol and childcare. With that in mind you are kindly requesting their consideration for a pay increase of (insert what you think you need). In the meantime, you kindly request you continue with your existing arrangement of x2 days per week whilst this is considered.

Personally, I’d go for more money first, and then if they say no I’d go for the flex working request.

And I’m sure that people will say you won’t get it, and maybe you won’t, but if you don’t ask, you don’t get.