There is no universal right to work from home for all employees. The position may vary depending on appointment terms, employer policy, the nature of the work and the need for a specific statutory accommodation.
Understand the law and the process
A permanent remote role is different from a promise of a temporary arrangement. Consider the effect of any contractual terms about changing the place of work or attending the office. Disability-related reasonable accommodation, work from home for suitable work after maternity by mutual consent, and other specific rules each have their own scope. They should not be treated in the same way as the general preference of every employee. The employer’s business needs may also be relevant, but rejecting a genuine accommodation request without considering it, merely by saying that there is “no policy”, may raise a separate question.
Further details: What factors may change the outcome?
In your request, do not state only that you would prefer the arrangement; propose how the work will be completed. Specify availability, confidentiality, equipment, reporting and the review period. If sharing medical or disability records is necessary, provide relevant information to the appropriate authority, rather than sharing your entire medical history unnecessarily. If you relocated in reliance on a written assurance of remote work, keep a record of that assurance and the expenses incurred.
What should you do?
- Read the terms in your appointment letter and remote-work policy concerning changes.
- Submit a practical written proposal that addresses the work requirements and your specific circumstances.
- If the request is refused, ask for the reasons and check any applicable accommodation or contractual remedy.
Which documents should you keep?
Keep the offer letter, versions of the policy, remote-work approvals, relevant certificates and the employer’s replies.
Hypothetical example
One employee was offered a permanent remote location in the offer, while another received temporary permission during lockdown. The legal assessment of an order to return to the office will not be the same in both cases.
Does a doctor’s note always make work from home mandatory?
No. The decision must be assessed by considering the relevant law, medical need, role and available reasonable accommodation options.
Sources and related rules
- Indian Contract Act, 1872 — Sections 27, 72–74, 126–128
- Code on Social Security, 2020 — updated up to 21 November 2025
- Rights of Persons with Disabilities Act 2016
Editorial review: 26 October 2026. This is general legal information. The outcome may vary depending on the facts of the case, applicable state law and subsequent amendments.