The shift back to in-office work is a reality many of us are facing, and it’s understandable if you’re feeling a mix of anticipation and perhaps a little apprehension. After experiencing the flexibility of remote work, particularly while juggling studies, life commitments and potentially health issues, it’s essential to understand why this change is happening and how to advocate for your needs. Let’s delve into the reasons behind the return to the office and assess your personal flexibility requirements. 

Reasons why the office is calling (and what it means for you)

So, why the shift? It’s more than just a change in routine. Here’s what’s driving the return: 

• Collaboration and innovation: Many employers believe that in-person interaction fosters better teamwork and sparks creative ideas. They value the spontaneous brainstorming and problem-solving that occurs more readily in a shared workspace. 

• Productivity and accountability: Some organisations feel that physical presence enhances focus and accountability. They believe it’s easier to ensure tasks are prioritised effectively when employees are in the office. 

• Culture and connection: The social aspect of work is vital. In-person interaction helps build a sense of community.  

• Economic and operational considerations: Businesses often need to maximise the use of their physical office spaces, given the associated costs. 

Assessing your personal flexibility needs and how to advocate for them

Under the Fair Work Act, eligible employees have the right to request flexible work arrangements, such as remote work or adjusted hours. While employers can refuse on reasonable business grounds, they must consider requests seriously and provide a written response. Understanding your rights and preparing a well-structured request can help you advocate effectively. For more details, visit: Fair Work – Flexible Working Arrangements.

We love a flexible workplace.

When requesting flexible work arrangements, it’s essential to approach the conversation thoughtfully and strategically. Here are some tips to guide you:

1) Self-reflect and understand your flexibility needs

You reflecting on your flexibility needs.

Take some time to reflect on how returning to the office impacts your well-being and job performance. Compare the benefits of remote work – such as increased focus, reduced commute time, and greater flexibility – with the advantages of in-person work, including collaboration, career growth, and networking opportunities. Understand what works best for you while also demonstrating that you’ll have the capacity to remain highly engaged in your work and continue making an active effort to collaborate with colleagues. 

2) Prepare a well-structured proposal

A well-structured proposal will:

• be clear and specific about what you’re asking for – e.g. flexible hours, hybrid work (how many WFH vs. in-office days), or changes to tasks/responsibilities.
• explain how this flexibility benefits the team and employer, not just you – e.g. how reduced commute time boosts your focus and energy, helping you contribute more effectively.
• link your request to upcoming priorities – show how your improved productivity will support key campaigns or team goals.
• if your request is health related, include relevant documentation to support it.

3) Voice your request strategically

We love a win-win workplace situation.

When discussing your request, it’s important to:

• highlight productivity benefits. Frame your need for flexibility as a strategy to enhance productivity. Emphasise how adjustments—such as remote work or modified hours—will help you maintain focus and efficiency while managing personal or medical commitments.
• collaborate on solutions: Approach the conversation with an open, solution-focused mindset. Express your willingness to find arrangements that work for both you and your employer, and consider suggesting a trial period to assess the effectiveness of the accommodation.
• manage your nerves: If you’re feeling nervous, practice the conversation in advance with a trusted person who can provide feedback on your content and tone. Also consider breathing/grounding exercises or taking a walk to clear your mind before your meeting.
• for medical needs, tailor your disclosure: If your request involves medical needs, consult with your healthcare team to determine the appropriate level of disclosure. Keep the conversation focused on how the accommodation will support your ability to perform at your best.
• request a support person: In some cases, you may be able to nominate a support person to accompany you in accommodation discussions, or your workplace may request a meeting with you and your doctor. Either way, discuss your preference with your employer. If a meeting with your doctor is requested, plan ahead with your healthcare provider to ensure you’re aligned on what information will be shared.

4) Acknowledge limitations and explore alternatives

Advocate for yourself – you got this.

Be prepared for the possibility that your initial requests may not be fully approved. If that happens, explore alternative solutions, such as a phased return to the office, adjusted responsibilities, or other modifications that balance your needs with the organisation’s. Be ready to negotiate, and if necessary, consider whether other employers might offer more flexibility. If this organisation isn’t the right fit, think about what steps you can take to start your job search. 

5) Maintain confidentiality and document conversations

Very much this energy.

Remember, your employer is legally required to keep your accommodation requests confidential. Make sure you fully understand the process and who will be involved in supporting you – this could include your manager, supervisor, or, in larger organisations, a HR or wellness partner. For clarity, it’s good practice to document all conversations and agreements in writing, ensuring a clear record for both you and your employer. 

6) Seek support if necessary

Look how friendly we are! Featuring our amazing Peer Career Advisors – Riyan (now off on new adventures!), Rizan, Urvi, and Julieanne.

If you need guidance navigating this process, consider reaching out for support. Look at: 

• UTS Careers for help with everything from work accommodation chats to job hunting, resume and interview support – online or in person. Talk to our Peer Career Advisors or Career Consultants, and grab helpful tools like workbooks and job boards: UTS Careers 

• your faculty work integrated learning (WIL) supervisor for discussions about placement accommodations. Supervisors can be reached via your respective Faculty Career Hub: Faculty Career Hub 

• UTS accessibility support for resources and assistance for UTS students with accessibility requirements while studying: UTS Accessibility Support 

• Fair Work Australia for information on flexible working arrangements: Fair Work – Flexible Working Arrangements. 
• GradWISE Australia for tailored career support for graduates and tertiary students, including guidance for those with disabilities, health conditions (mental or physical), or injuries. Their services include personalised career advice, job readiness training, and help securing graduate or entry-level roles: GradWISE Australia 

Conclusion

This is an opportunity to learn about yourself and your workplace needs.

Returning to the office is a significant transition, but it also presents an opportunity for self-reflection and shaping your work environment. By understanding your needs and engaging in proactive communication, you can advocate for a work arrangement that supports both your productivity and well-being. 

Make sure you seek support if you need it, and take the initiative to explore flexible working options, document your requests, and start meaningful conversations with your employer. Aim to create a work environment where you can thrive both professionally and personally. While you may not always get exactly what you want, it’s always best to advocate for things that support your well-being. 

Featured image courtesy of Pexels.