Leverage Logic

See what Leverage Logic gives you

Real output from an actual run on the situation below — an excerpt of a longer result, nothing reworded.

The situation

Asking my employer to keep me remote. The company has announced four days in the office from January. I moved 90 minutes away two years ago, with my manager's written agreement that the role was remote-first. My side: The written agreement, and that I am the only person who knows the billing integration. Against that: they are not short of applicants, two colleagues have already agreed to come in, and I cannot actually afford to leave. Their side: They said the raise pool was set in January. Two people left the team this quarter. What I want: Keep two days remote permanently, in writing. I would settle for a six-month trial with a review date rather than a flat no.

Real run, 2026-10-08 — one of the tool's own built-in examples.

What matters most

• Whether your manager has authority to grant an individual exception to the four-day policy. If the policy was set above your manager's level, the written agreement may be a useful reference point but your manager may not be the right — or only — decision-maker.
• The content and formality of the written remote-first agreement. The practical weight of your strongest documented fact depends entirely on what the agreement actually says and the level at which it was made.
• Whether your employer understands your billing integration knowledge as genuinely difficult to replace. If they do not, the transition-cost argument carries less weight; if they do, it may support a case for accommodation.

The approach

Present your request as a documented individual exception grounded in the written agreement, framed around continuity of a function the team depends on — not as resistance to the policy itself.

Don't give away

Do not disclose that you cannot afford to leave, because once that is known it removes any implicit pressure that your request might otherwise carry.

What to say

• When opening the conversation with your manager. “I want to talk through the January office policy in the context of the arrangement we set up in writing two years ago, when I moved to a location 90 minutes away on the basis that this role was remote-first. I am hoping we can find a path that works.”
• When making your specific ask. “What I am asking for is two remote days per week on a permanent basis, in writing. If that is difficult to commit to outright, I would welcome a six-month trial with a review date — I want something we can both point to.”

Trap to avoid

Treating the written agreement as legally enforceable without knowing what it says or what law applies. Reference it as a documented basis for your request and let its existence do the work, without making claims about its legal effect that you cannot establish.