Work From Home (WFH) Policy

1. Purpose

The purpose of this policy is to establish clear rules and accountability for employees working from home. WFH is a work facility and not an employee entitlement. It may be permitted only when business requirements can be fully met and prior approval has been obtained.

The objective is to ensure that productivity, client support, communication, availability, and work discipline remain at the same level as expected while working from the office.

2. WFH Eligibility and Limit

  • An employee may avail a maximum of 2 WFH days in a calendar month.

  • WFH beyond 2 days in a month will not normally be permitted and may be approved only under exceptional circumstances by management.

  • WFH cannot be claimed as a right and is subject to business requirements and management approval.

  • Management reserves the right to reject or withdraw WFH approval based on project requirements, client commitments, performance, or operational needs.

3. Prior Approval is Mandatory

  • Prior written approval is mandatory before availing WFH.

  • The employee must submit the WFH request to the Reporting Manager/Project Manager and HR in advance.

  • The approved WFH request must also be communicated/submitted to the Accounts/Payroll team for attendance and salary processing.

  • The request should clearly mention:

    • Date of WFH

    • Reason for WFH

    • Project/client responsibilities for the day

    • Confirmation of availability during working hours

Verbal approval, WhatsApp communication, informal communication, or assumed approval will not be considered sufficient unless formally acknowledged/approved by the authorized manager.

4. HR and Accounts Submission

Once WFH is approved:

  • The employee is responsible for ensuring that the approved WFH information is submitted/recorded with HR and Accounts.

  • The employee must verify that the WFH has been correctly recorded in the attendance system/register.

  • Failure to submit or record the approved WFH with HR and Accounts may result in the day being treated as leave/unauthorized absence for payroll purposes.

Important

Approval from the Reporting Manager alone does not exempt the employee from completing the required HR and Accounts attendance process.

5. No Prior Approval = Leave / Unauthorized Absence

  • If an employee works from home without obtaining prior approval, the day will be considered leave/unauthorized absence.

  • If WFH approval is not available or cannot be verified, the company may treat the day as leave.

  • Where applicable, the day may be considered Leave Without Pay (LWP) if no eligible leave is available.

  • The corresponding salary adjustment may be made as per the company's attendance and payroll rules.

  • Any attempt to regularize WFH retrospectively will be subject to management approval and will not be considered an employee's automatic right.

6. Full-Day Availability is Mandatory

An employee working from home is expected to maintain the same level of availability and accountability as an employee working from the office.

During official working hours, the employee must:

  • Remain available throughout the working day.

  • Be reachable on official communication channels such as phone, email, Teams/WhatsApp or other company-approved platforms.

  • Attend all scheduled internal meetings.

  • Attend all client calls and client meetings assigned to them.

  • Respond promptly to client, manager, and team communications.

  • Remain available for urgent project requirements.

  • Complete assigned tasks within the agreed timelines.

  • Maintain normal working hours unless otherwise approved.

WFH does not mean reduced working hours, flexible personal time, or limited availability.

7. Client and Project Responsibilities

Employees working from home must ensure that WFH does not affect client service or project delivery.

The employee shall:

  • Attend all scheduled client calls without exception.

  • Be available for unscheduled client calls when required.

  • Complete client deliverables within agreed timelines.

  • Participate in project discussions and review meetings.

  • Coordinate with team members as required.

  • Immediately inform the Reporting Manager if any technical, connectivity, or personal issue affects their ability to work.

Any missed client call, delayed response, or failure to support a client due to WFH may be treated as a performance or disciplinary issue.

8. Productivity and Performance

Employees working from home are expected to maintain their normal productivity.

Management may review:

  • Task completion

  • Client responsiveness

  • Meeting/call attendance

  • Availability during working hours

  • Response time

  • Deliverables and quality of work

  • Project timelines

  • Communication and coordination

WFH may be restricted or withdrawn for employees whose productivity, availability, discipline, or performance is found to be unsatisfactory.

9. Internet, Laptop and Work Environment

The employee is responsible for ensuring that they have:

  • A reliable internet connection.

  • A functional laptop/computer and required software.

  • A suitable working environment.

  • Access to required company systems.

  • A working phone connection for client and internal communication.

Internet connectivity, power failure, or personal technical issues will not automatically excuse non-availability. Employees must make reasonable alternative arrangements to remain available.

10. Emergency WFH

In exceptional circumstances where prior approval is not practically possible, the employee must immediately inform the Reporting Manager and HR.

Such cases will be reviewed individually.

Emergency WFH is not automatically approved merely because the employee has informed the manager. Formal approval is still required.

11. Misuse of WFH

The following may be considered misuse of the WFH facility:

  • Taking WFH without approval.

  • Being unavailable during working hours.

  • Missing client calls or meetings.

  • Not responding to official communications.

  • Performing personal activities during working hours that affect work.

  • Failing to complete assigned work.

  • Providing incorrect information regarding availability or work status.

  • Repeatedly requesting retrospective approval.

  • Using WFH as a substitute for leave.

Misuse of WFH may result in withdrawal of WFH privileges, leave deduction, salary adjustment, performance impact, warning, or other disciplinary action, depending on the seriousness and frequency of the violation.

12. Management Rights

The company reserves the right to:

  • Approve or reject any WFH request.

  • Restrict WFH for specific employees, projects, or periods.

  • Require an employee to report to the office despite a WFH request where business/client requirements demand it.

  • Withdraw WFH privileges in case of performance, attendance, availability, or disciplinary concerns.

  • Review and modify the WFH policy based on business requirements.

13. Employee Acknowledgement

By availing WFH, the employee confirms that they have understood and agreed to comply with all requirements of this policy.

WFH is a facility provided by the company based on business requirements and management approval. It is not an employee entitlement. Prior approval, HR/Accounts recording, full-day availability, client responsiveness, and delivery of assigned work are mandatory conditions for availing WFH.

Any WFH without prior approval or failure to complete the required HR and Accounts process may be treated as leave and may result in salary adjustment as per applicable company rules.