Remote work promised, office location written

Locate the commitment

“Remote-first” can describe culture, a current policy or a contractual right. Begin by finding the named place of work. If the agreement names a Berlin or Munich office and says nothing about home working, the recruiting conversation may not have reached the binding document.

A policy can still be useful, but it often states that the employer may amend or withdraw it. Read eligibility, required office days, approval steps and the geographic area from which remote work is allowed.

Cross-border work is a separate question

Permission to work from home in Germany does not necessarily permit several months from another country. Tax, social-security, immigration, insurance and information-security concerns can affect the employer’s answer. Do not infer cross-border permission from a general hybrid label.

Record what matters

If the arrangement was central to accepting the role, ask whether the agreed number of remote days, office location or travel expectation can be included in the contract or an addendum. Also clarify equipment, expense treatment and whether attendance can be required at short notice.

The aim is not to distrust every policy. It is to know which part of the arrangement is promised, which remains managerial practice and what a later policy change could mean for your commute.