I’ve flourished in a remote work environment, but my company now requires three days in the office – I can’t return.

The transition back to the office after working remotely during the Covid-19 pandemic has been a challenging adjustment for many employees. Elaine Varelas, a renowned expert in the field of human resources, offers valuable advice and considerations for employees who are faced with return-to-office mandates. In a recent column on Boston.com’s “Ask the Job Doc,” Varelas addresses a reader’s dilemma about returning to the office three days a week and the impact it will have on their well-being.

The reader expresses their concerns about losing the benefits they have gained from working remotely, such as improved health and reduced stress. They are distraught by the lack of flexibility in the new mandate, especially when it comes to caring for their sick child. Varelas acknowledges the reader’s valid concerns and offers guidance on how to approach the situation.

One of the key points Varelas emphasizes is the importance of communication. She encourages the reader to have a conversation with their manager and human resources to explore if there is any flexibility in the return-to-office policy. By highlighting the benefits of remote work for their productivity and well-being, the reader may be able to negotiate a more flexible arrangement that meets both their needs and the organization’s goals.

Varelas also points out that many organizations have adopted a hybrid work model, where employees are required to be in the office for a certain number of days per week. She suggests that the reader focus on how their job responsibilities can be fulfilled effectively, whether in the office or remotely. By presenting a compelling case for their ability to work remotely and maintain their performance, the reader may be able to secure a more flexible arrangement.

Furthermore, Varelas advises the reader to consider all alternatives before deciding to search for a new remote role. She suggests exploring options within the current organization, such as working fewer days in the office or arranging for remote work during specific circumstances. By advocating for their needs and seeking support from colleagues in similar situations, the reader may find a solution that allows them to continue enjoying their job while maintaining a healthy work-life balance.

In conclusion, Varelas’ advice highlights the importance of communication, negotiation, and exploring all options before making a decision about seeking a new remote role. By advocating for their needs and presenting a strong case for remote work, the reader can potentially find a solution that aligns with their well-being and job satisfaction. As the workplace continues to evolve, it is essential for employees to have open and honest conversations with their employers to find a work arrangement that works best for both parties.