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I am employed in Alberta and have been working remotely for several years due to childcare responsibilities, which my employer has known about and accommodated. My employer has now directed me to return to the office full-time effective December 1, 2026. I have three school-aged children, significant childcare constraints, and a 45–60-minute commute each way. I have informed my employer that I cannot return full-time and am willing to continue performing my duties remotely. I intend to submit a formal family-status accommodation request, but I would also prefer to negotiate a severance settlement rather than resign.
**If my employer refuses accommodation and insists that I report to the office on December 1, what should I do that day to protect my employment and potential severance rights? Should I continue working remotely while confirming my availability, or could that expose me to termination for cause or a claim of insubordination?**
Your employer has an obligation to accommodate your childcare restrictions as long as you are able to prove that there are no other reasonable alternatives such as daycare. Your employer may attempt to terminate you for just cause but it likely would not amount to cause for termination. That said, you should contact our firm at the number below so we can better assess your rights.