Can my employer make me go back to work in an office setting?
The real question often begins with context. Why were you working outside the office in the first place? Understanding that makes everything clearer.
In most cases, employers can decide the terms of your job. This includes setting policies about where you work. So, if your contract or workplace rules require on-site attendance, then the company can usually ask you to return. However, important exceptions can still apply depending on the situation and the law.
For instance, if you were working remotely only because of restrictions, this period has now ended. As a result, many employers are calling teams back into offices again. In general, this is allowed.
But things change when medical or personal needs are involved. If remote work was part of a reasonable accommodation for your disability or medical condition, then laws like the may protect you. Similarly, the Massachusetts civil rights framework under the also supports disability accommodation rights.
In that case, you can request an adjustment to your work environment. The employer must respond by starting an interactive process with you. During this discussion, they evaluate your needs, review possible solutions, and decide if the accommodation is reasonable. Still, they can refuse only if it causes an undue hardship to the business. So, exceptions exist, but they do not apply to every remote work case.
Some workers also need accommodations for caregiving. If you adjusted your workplace schedule or location to help a family member with medical needs, protections from the may support your request. Again, the company must review it, but the result depends on your case details.
On the other hand, you may need accommodation for faith-based reasons. Therefore, if you follow a religion that guides workplace conditions, you can request support through the guidelines for religious accommodation. Massachusetts also allows workers to file concerns through the if needed.
When Religion Becomes the Focus
Some people think fits are simple here, but the law is clearer than people assume. You can ask for an accommodation based on sincere religious practice. The company must then assess your request. Like medical accommodations, they analyze fairness and feasibility.
Although laws support sincere religious needs, they still do not allow unlimited work changes. So, protections exist, but they still go through a review stage.
Workplace Safety Still Matters
Beyond contracts and accommodations, certain places still maintain public safety rules. Workplace policies about health and safety must still follow state expectations. In Massachusetts, for example, employers must provide a reasonably safe workplace. This can involve illness prevention efforts, sanitation policies, or protective guidelines when appropriate.
Still, these rules do not stop an employer from asking most staff to return to the office. Yet they do ensure the workplace meets basic safety expectations.
When You Feel the Law Is Not Followed
If you’ve requested accommodation and the company ignores it or responds unfairly, then your next step may involve a legal conversation. In this case, speaking with a qualified Boston employment lawyer helps you review your rights and options clearly.
A good example of support in Massachusetts is the employment law team at Gordon Law Group. They often help workers review accommodation denials, unpaid wages, overtime claims, discrimination cases, harassment complaints, and retaliation cases.
Final Thought
Employers usually can request your physical return to an office. But, when a valid reasonable accommodation already exists or applies under disability, caregiving, or religion, the rule shifts from automatic approval to mandatory review and fair discussion.
