A few weeks ago, a friend and I grabbed coffee on the Upper East Side. It was a crisp, glorious day, so I asked if she wanted to take our orders to-go and wander around Central Park.
Sure, she said, but could we head south along Fifth? She needed to swipe her work badge in Midtown HQ to appear compliant with her company’s thrice-weekly in-office requirements — and then hop on the N/R train right back home to Astoria.
Several years into hybrid work schedules, my pal isn’t the only one getting creative with skirting company policies. And, as news broke recently that Amazon is demanding all its worker bees return to the office, remote and hybrid employees of all stripes are starting to get a bit nervous that the return-to-office summons will be landing in their inbox, too.
Ahead, experts share their best strategies for getting around butts-in-chairs mandates.
Prod for areas of flexibility
This advice comes from Joshua Bienstock, JD, LLM, an associate professor in the Department of Human Resource Management at New York Tech, who has been a practicing employment and labor lawyer for 30 years.
First, you’ll want to make sure you understand your company’s hybrid work policy. “Some mandates might have built-in flexibility, such as the option to swap in-office days or work from home for specific reasons,” said Bienstock.
Next up, you’ll want to speak to your manager. Engage in a candid dialogue about the policy’s flexibility, advised Bienstock. “Some managers might be more lenient or open to individual arrangements,” he said.
Dr. Kyle Elliott, MPA, EdD, tech career coach of CaffeinatedKyle.com, based in Santa Barbara, Calif., agreed that some employees are circumventing stringent return-to-office mandates by gaining their individual manager’s buy-in to work remotely full time.
Of course, it may be hard to obtain a so-called “hushed hybrid” work schedule if your boss is strictly by the book. Take note that this practice can also “leave fellow employees resentful if their manager is less flexible,” says Elliott, so keep your manager’s (very kind) accommodations under wraps from your colleagues.
Justify your request
Kraig Kleeman, founder and CEO of the New Workforce, a global remote talent agency, likes to call this convincing “with numbers, not with comfort.”
“When you ask to continue working from home, it’s not enough to say, ‘I prefer this.’ You have to explain why it’s a good thing for you and the business,” said Kleeman, ticking off potential examples you can cite, such as heightened productivity and meeting deadlines faster. “Show your boss how the company benefits, not just you. This will significantly strengthen your argument,” said Kleeman.
Appeal to the underlying interest of your employer, echoed Bienstock. “For instance, if you are a key or indispensable member of the team and if the employer is confronted with the choice of your leaving, they may bend the rules to retain a valued worker,” he said. “Make no ultimatums, but stress that it may be impossible to remain in the organization absent their flexibility.”
Like Kleeman, Bienstock stressed the importance of sharing specific examples. “If your job involves travel or expenses that could be reduced by working remotely, present this as a potential benefit to the company,” he said.
Touch base with HR
Are you dealing with health issues? “If you have a good reason to work from home, do not hesitate to speak up,” said Kleeman. “Get a note from a doctor or therapist explaining that working from home is better for your mental health.”
With some health conditions, you may be able to request a reasonable accommodation under the Americans with Disabilities Act. However, “your employer may or may not honor the request depending on the request, your job function and whether it creates an undue hardship on your employer,” he said, adding that mental health conditions, including anxiety and depression, may qualify under the ADA.
If you have personal reasons (like child care or caregiving) that make working remotely justified, that may merit a discussion with HR too.
Join or build a coalition at your firm
Finding like-minded colleagues may be another route to getting more WFH privileges, offered Bienstock. “You may not be the only one who prefers more remote work. By building a coalition with others, you could make a stronger collective case to management about the benefits,” he said
Be prepared to compromise
“Try to meet [management] halfway,” said Bienstock. “Maybe suggest working from home a few days a week. People appreciate when you are willing to compromise, and it increases your chances of getting what you want,” he added.
Propose a trial period
Company brass may be more likely to grant your request if you can show how beneficial it is for all parties. “This approach lets management see the benefits without committing to a long-term change,” said Bienstock.
Maximize office days
“When you’re in the office, focus on activities that benefit most from face-to-face interaction, like meetings, brainstorming sessions or team-building activities,” said Bienstock. “If you make the most of your in-office time, you can bolster your justification for remote work on other days.”
