A startup co-founder shared on LinkedIn that he lost one of his best employees after denying her request to work from home on Fridays.
The post gained traction online and prompted conversations about flexibility and workplace policies.
The founder, Malik, co-founder of Virtualpartner, described the incident in detail and reflected on the outcome.
The Request
According to his post, an employee asked if she could work remotely on Fridays.
Malik said he refused the request. He explained that he was concerned approving one employee’s remote day might lead others to make similar requests.
He chose to maintain a uniform policy instead of making an exception.
The employee continued working without raising the issue again.
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The Resignation
Two months later, the employee resigned.
During her exit interview, she mentioned the Friday work from home request. She clarified that it was not the primary reason for her decision to leave. However, she said that moment had made her feel that her manager did not trust her.
Malik wrote that he later understood the weight that decision had carried for her.
The Commute Factor
After her resignation, Malik learned more about her personal circumstances.
She had been commuting nearly two hours each way to the office. Fridays were particularly challenging due to traffic and fatigue.
In his post, he stated that one remote day per week would have reduced her travel burden significantly.
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A Change In Approach
Following the incident, Malik said he revised his approach to flexibility requests.
He began approving reasonable remote work arrangements when employees asked.
He wrote that the team continued to function smoothly. According to his post, productivity remained stable and employees did not misuse the flexibility.
The Online Response
The LinkedIn post received widespread engagement. Many professionals shared similar experiences regarding workplace flexibility.
Some users commented on how rigid policies had influenced their own career decisions. Others discussed the importance of trust in professional settings.
Malik’s post stood out because he openly described a leadership decision he believed had contributed to losing a high-performing employee.
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The Broader Context
Hybrid and remote work became common in India during the pandemic. Many companies later adjusted their policies, with some returning to full-time office attendance while others retained flexible models.
The discussion around Malik’s post reflected ongoing conversations about how organisations balance structure and flexibility.
The incident centred on a single request, a refusal, and its mention during an exit interview. The founder later changed his internal policy approach based on that experience.
The story highlighted how everyday workplace decisions could have long-term outcomes for both employees and employers.
