I'm about to close an office of 15 people and send everyone to WFH. Huge savings. $250k a year in rent, insurance costs for the building, 2 people will be let go or reassigned to other offices because they manage/admin the physical space and IT there. No more buying coffee and paper and printers/copiers. Win, win for the company.

Is your company going to offer any of that savings to the employees, in order to compensate them for the additional costs of maintaining home offices? They still need space, lights, heat, coffee, paper, and printers, presumably.

It depends on so many things.

There is purely money, you can do the calc on commute savings etc.

Your commute time vs family time. Is your partners job flexible. Are you the “primary parent” or is it more 50/50. Do you have other help from family or a nanny.

Is it a “mommy track” job and if so are you ok with that? Do you value wfh over career growth and advancement?

In just sheer costs, commuting is not paying for before and aftercare, car wear and tear, gas, clothing budget= 30-35k minimum.
Time to walk my kid to school or walk to pick them up, I use my lunch hour to prep dinner or breakfast for the next day or bake something for my kid who has multiple allergies.Priceless. And I mean that. I'd need to make 100k more to offset the actual costs plus what time that I get back from commuting provides to my family. If daycare was closer then it would be even more time. If I had to commute, my husband would be gone 5am-5 due to his hour commute plus day are pickup. Id have to drop off kid 1 at815 kid 2 840 not get to work until 9 work until 530. Home 630. Kid 2 pickup at 430, kid 1 pickup aftercare 5. Kid 1 goes to bed at 800, kid 2 830. No sports. I couldn't coach kid 2 team in fall and spring.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I wish employers would stop painting telework/remote work as some super valuable luxury they “provide” to employees. Unless you work for a firm that provides a stipend or reimbursement, you are on the hook for developing your own office space and maintaining office supplies yourself, including maintaining an internet connection.

Anyway, given the flexibility it provides for pickups/dropoffs/sickdays, I would take maybe a 10-15% pay cut. That said, it’s no skin off their back to “let” you work from home and in fact requires a much lower investment. I went from making 80k for a 4-day in office job to 115k fully remote.

It is valuable since so many are looking for it and can’t find it. So the market will bear lower wages for it. It’s capitalism.

Maybe more employers should offer it, since it’s so valuable. Supply and demand!

There is value to in person work in most situations, obviously, which is why its not universally offered.

Anonymous wrote:I'm about to close an office of 15 people and send everyone to WFH. Huge savings. $250k a year in rent, insurance costs for the building, 2 people will be let go or reassigned to other offices because they manage/admin the physical space and IT there. No more buying coffee and paper and printers/copiers. Win, win for the company.

But your post is irrelvant. You did not answer OP's question.

I'm about to close an office of 15 people and send everyone to WFH. Huge savings. $250k a year in rent, insurance costs for the building, 2 people will be let go or reassigned to other offices because they manage/admin the physical space and IT there. No more buying coffee and paper and printers/copiers. Win, win for the company.

The value of your telework is close to the value of your company hiring someone with a similar skill level in India... or 3-4 someones... careful what you wish for.

It is worth $0 to me because I hate being at home all day every day. So - situationally dependent.

Anonymous wrote:I say zero in real world. In real world remote workers get canned first and dont get promoted

Then why a lot of people desperately want remote work or telework? You may not want it, but a lot people want it.

Your comment does not make any sense.

I say zero in real world. In real world remote workers get canned first and dont get promoted

5% cut for each day of telework per week. So, if I get 2 days of telework per week, 10% cut; if I get fully remote, 25% cut.

Anonymous wrote:My commute is 70 miles per day (round trip). If you use 70 cents per mile, that's $12K per year just in commuting costs.

If you include the value of your time, I'd add 1.5 hours per day or 375 hours/year at a normal hourly rate. Or you could use the hourly rate for childcare or whatever other costs you incur while away from the house.

I have the same commute mileage, often taking 2 - 2 1/2 hours RT. Considering those costs are post-tax, I would take a job minus my commuting costs in .0000001 seconds, not even a second thought. Maybe for even more of a cut.

Anonymous wrote:Fed here with a 2 hour round trip commute. I’d easily take a 10% reduction for guaranteed, in writing telework. No, I don’t trust any employer not to renege on the deal after the fact.

Yeah thats the thing you take the payout and theres no guarantee the policy doesn't change one month later.

Fed here with a 2 hour round trip commute. I’d easily take a 10% reduction for guaranteed, in writing telework. No, I don’t trust any employer not to renege on the deal after the fact.

My commute is 70 miles per day (round trip). If you use 70 cents per mile, that's $12K per year just in commuting costs.

If you include the value of your time, I'd add 1.5 hours per day or 375 hours/year at a normal hourly rate. Or you could use the hourly rate for childcare or whatever other costs you incur while away from the house.