Advice needed for new 4:1 days

[crystalball2025]

Hi everyone,

Before I returned from maternity leave, I arranged with my employer to work from home two days a week (Monday and Friday). I was told this was fine since it aligned with the companys policy, so there was no need to change my contract.

However, I recently heard about a new policy requiring a 4:1 office-to-home working ratio for certain teams in the company (starting in April). Im not part of the team affected, but Im in a supporting role, within that overall team and I want to clarify where I stand and whether I need formal approval to stick with my agreed arrangement.

Given my childcare responsibilities, switching to a 4:1 schedule wouldnt be feasible for me. Has anyone been in a similar situation? How did you approach getting clarity or formalising your arrangement?

I have been back at work for 2 years and organised my life around this policy. My role and day to day is not affected by me being in the office 4 days. I can do just as much or more wfh without the long commute and juggle.

Would really appreciate your advice!

However, I recently heard about a new policy requiring a 4:1 office-to-home working ratio for certain teams in the company (starting in April). Im not part of the team affected, but Im in a supporting role, within that overall team and I want to clarify where I stand and whether I need formal approval to stick with my agreed arrangement.

you've stated you are not part of the team affected, so it's not clear why you think you are affected.

I would suggest you need to talk to your line manager, because nobody on here can answer the specific question relating to the policy of your employer which is whether you are affected by their 4:1 policy when you aren't in the affected team.

sorry I know I probably sound unhelpful but unfortunately this issue around working from home is very specific to the policy of the company people work for. Some are very relaxed about it to the point people can just choose their wfh days week by week whereas others are prescriptive about it.

my only suggestion is don't whatever you do bring childcare responsibilities into it, at least not in the first instance, because it could come back to haunt you, it muddies the water, it shouldn't do but unfortunately it can do with a lot of employers with an axe to grind about the use of wfh for childcare.