My employer is forcing us to go back to the office and I don't want to go. How can I get out of it?

My company is forcing us to return to the office 4 days a week. We can schedule the days we want, although we can only work from home on a Friday twice a month. I have not been back to the office since COVID, and I don’t want to go. How can I get out of this return-to-work policy? Would an employer accept a doctor’s note outlining that it would be too traumatic?

-Employee wanting to keep working from home

Dear Employee,

You are bringing up something that is very relevant and currently affecting a lot of people and causing collective anxiety.

We’re seeing companies announcing formal policies outlining that people must be in the office full time. Employers are debating the days required and employees are pushing back at the demands.

I think it helps to look at the situation with empathy for both sides. Businesses want the productivity and collaboration that happens when everybody is together. Individuals have grown to appreciate the freedom that comes from working wherever they choose. As I wrote in Rebooting Work 15 years ago, people save significant time when they “fire the commute” and don’t have to travel to an office. It still amazes me what has happened since!

Now, the pendulum has swung from the post-Covid “whatever works for employee” to the current “whatever the company wants”. Many employers have made it clear that we’re at “a fork in the road”. Employees can return to the office—or they can choose to leave and receive a severance. 

There will be winners and losers in this new paradigm. Employers will get the structure they want but they will also lose some great talent. Ultimately, it is up to every individual. Each person needs make an informed decision to work in the manner that makes sense and is empowering to them.

Unfortunately, I don’t think getting a medical note will permanently release you from your employer’s mandate. It can be challenging to circumvent these policies and it’s hard for companies to make these kinds of exceptions for some people and not others. That said, I’m not aware of the complete context. If you have a genuine medical or psychological condition that makes returning to the office difficult, you can work with your healthcare provider to request formal accommodations through your company’s HR department under relevant workplace laws.

I think there are other ways that you can be proactive here. You can have an honest discussion with your manager about specific concerns and explore potential compromises, such as a gradual transition period back to the office or more flexible hours to avoid peak commute times. I understand that returning to an office is not what you want but instead of looking for ways to avoid the policy, you might consider giving this new situation a try to see how it works in practice. Or, if you know it’s not for you, you can start to look for new remote-first positions.

I hope you can gain clarity on what’s best for you and make a decision that’s true to that. Your employer might not change the policy, but you get to decide if you want to opt in.

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