A simple WFH policy template that's easy to write, easy to enforce, and easy to track.
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.
A one-page WFH policy that's actually followed beats a detailed policy no one reads.
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.
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.
A good WFH policy states who is eligible, how many WFH days are allowed per week or month, how requests are approved, expected working hours and availability, and how WFH days are recorded for attendance purposes.
This varies by role and company culture — some businesses allow a fixed number of WFH days per week, others approve them case by case. What matters most is that the rule is written down and applied the same way to everyone in a similar role.
Yes. WFH should be recorded as its own status alongside present, absent and leave, so managers have an accurate picture of where the team is working from and it flows correctly into monthly attendance summaries.
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.
For teams mixing office and home days, hybrid attendance tracking covers the four statuses and the office-day rule.
A practical benchmark for annual, sick and casual leave.
Clearing up the confusion so your leave policy stays consistent.
Four statuses, anchor-day rules, WFH as a request, location at the punch only.