Work from home policy: what to include and how to track it

Published 12 July 2026 · Merik team · 5 min read

Most WFH friction isn't about whether people should work from home — it's about the policy never being written down. A short, clear policy removes most of the back-and-forth.

What to cover

• Eligibility — which roles or teams can work from home
• Frequency — a fixed number of days per week/month, or case-by-case approval
• Request process — how and when to ask (e.g. the day before, via one channel)
• Availability — expected working hours and response times while WFH
• Recording — how WFH days are logged for attendance

A one-page WFH policy that's actually followed beats a detailed policy no one reads.

Track WFH as its own attendance status

Don't let WFH disappear into "present" or "absent" — give it its own status alongside the rest of attendance, so managers can see at a glance who's in office, who's remote, and who's on leave. This is the same principle behind clean attendance tracking.

Keep the approval simple

WFH requests should follow the same lightweight approval flow as leave — request, approve or decline, done — rather than a separate process managers have to remember. See how leave approval works.

How Merik handles it

Merik lets employees request WFH the same way they request leave, gives managers one place to approve it, and records it as its own attendance status — so your policy is easy to enforce and easy to report on. See the features.

Create your workspace →

Or talk to us about your team →