A professional in his early thirties recently turned to the online community of Reddit to seek advice about a troubling experience at his new workplace. The man explained that the position he accepted appeared very different from what had originally been presented during the recruitment process. While he had been assured the job would allow a flexible schedule combining office attendance with remote work, the reality after joining turned out to be far less accommodating.
The employee explained that he had joined a major services company about three months earlier. The organization had a reputation for supporting flexible working arrangements, with many departments reportedly following a blended system that allowed staff to divide their time between home and office. Some colleagues in other teams had even been working remotely for more than two years. Because of this reputation, he felt confident accepting the offer and relocating for the opportunity.
Before starting the job, the human resources team had clearly conveyed in discussions that the role would follow a hybrid structure, requiring only two or three days each week at the office. Trusting this information, the man decided to move cities, leaving behind seven years of life in Bengaluru and relocating to Pune to begin the new role.
However, the situation changed immediately after he joined the team. On his very first day, conversations with his manager and colleagues revealed that their specific group followed a completely different routine. Instead of the hybrid schedule he had expected, the team worked entirely from the office throughout the week. Employees were expected to attend the workplace five days a week, generally staying from late morning until evening. If meetings were scheduled late at night, team members were expected to remain in the office until those discussions concluded.
Concerned about the mismatch between what had been promised and the actual working conditions, the employee later approached the HR representative who had handled his recruitment. She reportedly expressed surprise when she heard about the team’s strict in-office culture, noting that most teams in the company usually allowed hybrid or remote work. She said she would raise the matter with his manager, but according to the employee, nothing seemed to change afterward.
The issue became even more direct when a senior manager made it clear that remote work was not permitted in the team. During an early interaction, the manager bluntly stated that anyone who preferred working from home should consider leaving the group altogether.
The man explained that his frustration was not simply about commuting or office attendance. In his previous job, he had successfully worked remotely for nearly five years and consistently delivered strong results. He emphasized that he had no objection to working from the office when necessary. What troubled him was the gap between the expectations set during hiring and the rigid approach practiced within the team.
He also noticed a cultural divide. Most members of the group had been with the company for over a decade and belonged to an older generation of employees. Many of them believed productivity was closely tied to being physically present at the workplace. When he mentioned being comfortable with hybrid arrangements, some colleagues reacted with skepticism, suggesting that working from home meant employees were not actually working.
At times, he even faced criticism for arriving later in the day, despite staying late to complete his responsibilities. On another occasion, he was openly questioned for using meeting rooms or private cabins to work, spaces that were informally reserved for senior executives within the office culture.
Over time, the daily routine began to feel exhausting. His schedule involved waking up, preparing meals, commuting to the office, returning home late in the evening, and repeating the cycle the next day. Although his salary was slightly higher than the market average, he felt increasingly uncertain about whether the job was the right fit.
Seeking guidance, he asked the online community whether he should adapt to the team’s traditional style or consider the situation a sign of deeper organizational rigidity. He wondered how long someone should stay in such circumstances before deciding to move on.
The discussion attracted numerous responses. One commenter advised him to quietly begin searching for another opportunity and leave once a suitable role was secured. The person pointed out that his probation period might allow him to resign with a shorter notice period, making it easier to transition quickly.
Another participant highlighted a more formal approach. They suggested carefully reviewing the terms written in the offer letter he had signed. If the document explicitly mentioned a hybrid working arrangement, it could provide grounds to raise the issue officially with the company and seek a resolution.