December 21, 2022
Return to Office in 2026: What Three Days Actually Cost
Updated September 2026: I wrote this in December 2022, when going back to the office was still being floated as an idea. It is policy now at most of the large Indian IT employers, so I have rewritten the post around what the mandate actually costs a person and what is worth asking for instead of complaining about it.
The original version of this post was a complaint. Four days of commuting had been proposed at my company, I had two years of working from my own desk behind me, and I wrote down why I did not want to give that up. Family time. Home food. Working in shorts.
All three are still true. None of them were ever going to win the argument, because none of them are things a delivery manager is measured on. What follows is the same position, argued the way I would argue it now.
Where the mandate actually stands
This stopped being a rumour some time in 2024 and hardened through 2025. TCS, Infosys and Wipro all moved to a three-day-a-week floor for most staff, and Infosys has since pushed senior bands further: staff at job level 6A and above are asked for four days a week, with a stated minimum of ten office days a month, spread across the weeks rather than bunched. The details are in the updated hybrid policy reported in March 2026.
The number that matters is not three or four. It is that attendance is now tracked, and in several firms it is tied to variable pay. That changes the conversation from a preference into a compliance item, and it is the reason arguing about comfort gets you nowhere.
The commute is the whole cost
I lose about two hours and fifteen minutes on an office day, door to door, and that is on a good day. Three days a week is close to seven hours. Over a month it is a working day and a half that produces nothing, costs fuel, and arrives home as tiredness rather than as time.
That is the honest version of my 2022 argument. Not that home is nicer. That the commute is unpaid, unproductive and invisible in every productivity number anybody presents in a town hall. If you are going to push back on a mandate, push back on that, with your own figure, measured for a fortnight. A manager can argue with a preference. Two hours fifteen is harder to wave away.
What I genuinely lost
Two things, and I still think they are the real ones.
The first is small conversations with my family during the day. Not long ones. Five minutes over a coffee, hearing how school went, being in the house when something needs doing. My kids noticed when it stopped, which told me more than any survey would.
The second is control over the working day. At home I could take a call at nine at night because I had eaten with everyone at seven. In the office the day is a block, the evening is a commute, and the late call still comes.
What the office gives back, honestly
I resisted writing this part for a long time. Three things have been better since I went back.
Onboarding is one. A new joiner picks up in three weeks sitting next to the team what took three months over chat, and I say that as someone who spent two years insisting otherwise. Escalations are another: a stuck issue that would have run for a day in a thread gets settled by walking to a desk. The third is visibility, which I dislike as a reason but cannot pretend is not real. People who were in the room got the interesting work.
If the argument is going to be won by people like me, it has to be made by people who will admit that much.
What is actually worth asking for
Asking for zero days is not a negotiation any more. These four have worked, for me or for people on my team.
- Choose which days, not how many. Anchor days that match your team's working pattern cost the company nothing and save you the worst traffic.
- Protect the no-meeting block. If you are commuting for collaboration, the office day should not be eight hours of calls you could have taken at home.
- Get the release week exception in writing. Most teams already work from home during a cutover. Having it stated stops it being a favour.
- Ask what the attendance number is used for. If it feeds variable pay, you need to know the threshold, not guess at it.
None of that is a victory. It is the difference between a mandate you can plan around and one that plans you.
Setting up so the two days at home still count
The mistake I made in 2022 was treating home as the default and the office as the interruption. It is the other way round now, which means the home days have to be worth something. Mine are the days I do the work that needs a long uninterrupted run, and they are the reason I care as much as I do about the machine I do it on. My notes on living with the 14-inch MacBook Pro cover that side of it, and the longer case for the arrangement itself is in why work from home can be a win for both sides.
If you are earlier in your career and the visibility argument is the one being used on you, the piece on what a project team is actually for is worth a read first. Knowing where you sit in the delivery chain changes which days are worth being in the room for.
Where I have landed
I go in three days. I picked the three, I do the deep work on the other two, and I stopped arguing about the principle some time in 2024 because the principle had already been decided.
What I have not stopped saying, and will keep saying, is that two hours of commuting is a real cost carried entirely by the employee, and that no company I have worked for has ever put a number on it. Until someone does, every productivity comparison between home and office is missing a column.


