Remote working isn't an absolute right — but a refusal must be justified
In France, remote working is based on voluntary participation and agreement by both parties. An employer can refuse a remote working request, but since 2017 they must justify that refusal in writing if the employee requests it. An unjustified refusal can be challenged. If other colleagues in similar roles benefit from remote working while you don't, without objective reasons, you're within your rights to question this disparity.
The arguments that persuade
Your request has a better chance of success if you put forward concrete arguments. The most persuasive: the proven compatibility of your tasks with remote working (list them precisely), the results you delivered during previous remote working periods if applicable, expected productivity gains, and a clear proposal (number of days, fixed or flexible days, availability during working hours).
What a remote working agreement should specify
If your employer agrees, insist on formalising the arrangements in writing. The agreement should specify: the number of remote working days per week, mandatory availability windows, work monitoring arrangements (objectives-based, not surveillance), reimbursement of professional costs (internet, equipment, workspace), and the procedure in case of technical failure.
How to write your formal request
Your letter should be professional and focused on the company's needs, not just your own. Propose a clear framework, a trial period if needed, and demonstrate that you've considered the constraints of your role and your team.
If your request is refused: your options
If your request is rejected without valid justification, ask for the reasons in writing. If you suspect discrimination, notify staff representatives or the labour inspectorate. A remote working refusal is not in itself grounds for contract termination.