The Herd is at its best when people are in the room together, solving problems, sharing ideas in real time, and learning from each other's experience. As the agency grows, we're deliberately leaning into an office‑first rhythm so we can move faster, protect our culture, and keep delivering standout work for clients. Limited, clearly structured working from home sits alongside this: it's there to support focus, wellbeing, and life admin where it genuinely helps, without diluting the energy and momentum that comes from being together as a Herd.

1. Why we're updating this

The Herd is growing fast, with more clients, more moving parts, and more opportunities to do big, ambitious work together.

To protect our culture and quality as we scale, being in the room together more often is essential, for faster decisions, sharper thinking, and stronger relationships.

For that reason, we're shifting to an office‑first rhythm: four days per week in the office, with limited working from home by agreement. The Employee Handbook will be updated to reflect this change.

2. Our new hybrid rhythm

Herd members are now expected to work at least four days per week in the office.

The remaining time (normally one day per week) can be requested as a WFH day where it supports your work, your team, and our clients.

This is a business‑wide default; specific roles or periods (for example, probation, training, major launches) may require five days in the office for a period, and managers will be clear about this.

Working from home remains a benefit we offer where it makes sense, it is not an automatic right and may be adjusted as the business evolves.

3. Eligibility and limits

You can usually request to work from home if:

• Your role can be done effectively from home with the right set‑up and reliable connection.
• Your performance, conduct, and attendance are on track, and you're living our values of openness, transparency, and integrity.
• You have a safe, private workspace and can meet our expectations on communication, responsiveness, and data protection.

Limits:

• By default, you may request up to one WFH day per week.
• The HR Portal will enforce weekly limits and will automatically decline requests that exceed your allowance or clash with configured rules, including requests submitted with less than 48 working hours' notice.

Any long‑term pattern different from this (for example, no WFH during onboarding, or a temporary change for a project) should be agreed with your manager and reflected in the portal where needed.

4. How to request WFH (HR Portal only)

All WFH requests must go through the HR Portal using the WFH Request Form:

• Submit your request in the HR Portal with the date, any repeating pattern, and a short note if helpful.
• Requests must be made at least 48 working hours in advance. Any request submitted with less than 48 working hours' notice will be automatically declined by the HR Portal and will not be considered for approval.
• Your manager reviews and approves or declines directly in the HR Portal; side chats or DMs do not replace this.
• If the request isn't approved in the portal, it isn't agreed, always check the status before working from home.

Approval is not guaranteed, even if you're within your weekly limit, and even if similar requests have been approved in the past.

5. How decisions are made

Managers will weigh:

• Client commitments, deadlines, and any in‑person sessions that need you in the room.
• Team balance and fairness, avoiding situations where some people are consistently in the office while others are regularly at home.
• Your recent performance, communication, and reliability, including how WFH has worked for you previously.
• Any patterns of short‑notice or last‑minute WFH requests that might need a separate conversation.

Where practical, managers should explain declines in the HR Portal so the decision feels transparent and there is a clear record.

6. Short‑notice and emergency WFH

For unexpected situations such as urgent caring responsibilities or genuine emergencies, contact your manager as soon as you can and then submit a WFH Request Form in the HR Portal for that day. Requests submitted with less than 48 working hours' notice will still be automatically declined by the system, and alternative options (for example, annual leave, unpaid leave, or adjusted hours) will be discussed instead.

Your manager will confirm if WFH is appropriate or whether another option (annual leave, unpaid leave, adjusted hours) is better.

Regular short‑notice requests will trigger a check‑in to understand what's happening and align expectations.

7. Expectations when you're working from home

On an approved WFH day, you're still expected to show up fully:

• Work your normal contracted hours and be reachable via Teams, email, and phone during core hours.
• Join virtual meetings on time, with a professional environment and, where reasonable, your camera on.
• Communicate proactively: keep your manager and team updated, and respond promptly to messages.
• Protect client and internal data, use approved systems, follow our IT and data protection policies, and avoid working in public places where screens or conversations can be seen or overheard.
• Use Herd‑issued equipment wherever possible; any use of personal devices must align with IT security requirements.

If WFH consistently doesn't work, for example, due to poor responsiveness or an unsuitable environment, WFH may be paused or restricted while issues are addressed.

8. Health, safety and set‑up

You're responsible for maintaining a safe, ergonomic workspace at home and raising any health and safety concerns early.

Any accidents or incidents while working from home must be logged via the HR Portal using the relevant incident/accident form.

The Herd will confirm what equipment it provides (for example, laptop, monitor) and what remains your responsibility; company equipment must be cared for in line with the Employee Handbook.

9. Recording, review and misuse

Every WFH day must be recorded in the HR Portal so our automation, reporting, and decisions are based on accurate data.

The portal may auto‑decline requests that exceed limits or clash with team rules configured by the business.

Misuse of WFH (for example, being repeatedly unavailable, mis‑recording days, or working from other locations without agreement) may lead to WFH being restricted or removed and, in serious cases, action under The Herd's disciplinary procedure.

10. Evolving with The Herd

As The Herd continues to grow, the balance between in‑office and remote work may evolve. Any changes to this policy or to expected office days will be communicated clearly and reflected both here and in the Employee Handbook, with the live version always available in the HR Portal.

Feedback is welcome, if something in this policy makes it harder to deliver great work or look after yourself well, talk to your manager or HR so it can be reviewed.