The pandemic brought about major changes to the way many employees and employers view work. In the early days of the pandemic, traditionally in-person roles were switched to remote and many found that this was a positive change.

Employers have begun to broach the subject of getting back to the office, with many employees not on board. There are many positives to working remotely. The ability to cut out a potentially long commute gives people hours (and energy!) back in their day. Money is saved by not having to spend on gas or public transport, the ability to eat at home, and it may be easier to schedule both in-person and telehealth medical appointments! According to a 2022 survey from McKinsey, 87% of employees embrace the opportunity to work remotely when it is offered to them. This signals a major shift in the way people work. So what do you do if your employer has decided they would like employees to return to the office?

A recent article from Idealist.org features some ways to approach your employer about working from home long-term. We’ve highlighted some of their suggestions:

Is there a remote work policy already? It’s possible that even pre-pandemic there were circumstances in which employers were willing to grant the option to work from home. Double check with HR or your employee handbook to see if one was in place. If remote work was always viewed in a negative light, perhaps coming to a compromise on a hybrid schedule would be more realistic.

Think from the perspective of the employer. Overall you want to present a proposal that takes into account the needs of all involved. Think through how you would ensure that the needs of the company are continuing to be met. This may mean being on call at different hours than normal to meet the needs and responsibilities of the role. Consider if and how your remote role may affect your co-workers that may be in the office.

Make a plan that includes your accountability. Since you are making a formal request, you want to approach it in a professional way. This means bring a realistic plan to the table that can address any concerns your employer may have regarding working remotely. Concerns may include: how you can be contacted, how you will continue supervising anyone who reports to you, how you will participate in team meetings and projects, what your working hours will be, and what, if any, days and times you will be on site. A great way to stay accountable is to schedule regular check-ins with your supervisor so you can make sure everyone is on the same page and is comfortable with the way things are going or address any challenges that have arisen.

Be organized around your ask, create a plan conducive with your employer’s needs, and recognize any challenges that may exist while proactively suggesting solutions. Though some employers may not view remote work as ideal, it doesn't mean that their minds can't be changed when they are presented with a solid and practical proposal.

For those who are currently looking for work and are focused on remote roles, there are ways to make that a priority in your search. Before really applying, trying to consider what your ideal work setup would be, what arrangements you would be okay with, and the level of importance a position being remote is to taking a job. While many jobs are being promoted and advertised as remote, it's still possible to request a work-from-home setup even if the position isn't originally designed that way. If you are exploring a position that is not necessarily remote, make sure not to dive right into that question, but rather give the interviewer a chance to get to know you and why you'd excel in that role, and then broach the topic of remote work to gauge the possibility.

Finally, it’s possible that a remote work arrangement may fall under a reasonable accommodation. It’s worth learning more about the Americans with Disabilities Act (ADA) and reasonable accommodations to strengthen the case for getting such a request approved. Check out our resources on the ADA and at www.ada.gov, as well as our article on Requesting Reasonable Accommodations.

CAC has a number of resources focused on managing an existing job as well as the job search:

• Download or order our Job Search Toolkit for advice and support on all aspects of the job search from resume writing, to networking, to interviews!
• Check out our article on Flexible Work to get a sense of potential setups that would be conducive to your needs and interests following a cancer diagnosis.
• It's always important to learn about a company prior to an interview, but our article on Researching Employers to Help Inform Your Job Search also points out how to find out important information for your own benefit, such as company culture, flexibility, and more.
• Our Balancing Work & Cancer Webinar Series will be presenting a session on Balancing Remote Work & Cancer on Wednesday, November 2nd. Register today to learn more about best practices for staying productive and accountable when working from home.