Hello

Received a FWR request after return from mat leave. Current arrangement is 3 days in office, 2 days WFH.

Employee wants full WFH for 1 year due to childcare. Partner is caring during her working hours, he will then work [own business] in the evenings. Employee wants to make sure they can pick up childcare the second their working day stops, so state that WFH enables this as no commute etc.

Initial discussions with Manager indicate they want to propose a compromise of 2 days in the office, and allow the employee to leave 20 mins early (no financial impact as we know employee will make this time up when we have meetings that run over etc)

Note that we were accommodating of the employee wanting to not work in the office 3 days a week during the end of her pregnancy as she was concerned about catching colds.

We have a meeting with the employee next week to discuss the request/reasons, then expect we'll have a further meeting shortly after to propose the compromise - which does address the reason for the request.

There is no denying that being back in the has positively affected our business and comms, although unfortunately we can't really point to any stats, just general feedback from people (sometimes reluctant to admit) that its been much more efficient to have real-time chats with others about work/projects in passing or at the water machine etc.

I'd suggested we trial full WFH for 3m as a compromise so we can monitor it, but manager wants to stick to 2 days in the office.

I think I'm going to struggle to get "some face to face interaction has improved communications and working relationships" into one of the business reasons for refusing the request in full? BUT considering we can resolve the reason for the request by allowing her to leave early so she can get home in time, would this be ok? (I think she will push back/appeal the compromise offered)

Thanks!