How do I handle an employee's refusal to return to the office from a long-standing working from home agreement?

Handling an employee's refusal to return to the office from a long-term working-from-home agreement requires a thoughtful approach that considers both the company's needs and the employee's concerns:

Preparation - 4 Steps

1. Review Company Policies and Agreements

Policy Framework: Ensure your company has a clear remote work policy that outlines expectations for returning to the office, including any terms agreed upon during the work-from-home period.

Legal Compliance: Verify that the policy complies with relevant employment laws and any agreements made with the employee. This includes considering any reasonable accommodations required by law.

2. Communicate Expectations Clearly

Advance Notice: Provide employees with advance notice of the return-to-office date, explaining the rationale behind the decision and any new protocols or changes in the office environment.

Documentation: Ensure all communications are documented, including any directives issued and the employee's responses.

3. Prepare for Individual Assessments

Individual Consideration: Be prepared to assess individual circumstances that might justify continued remote work, such as health concerns, caregiving responsibilities, or other personal reasons.

Supporting Documents: Request relevant documentation from the employee if they cite reasons that might

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