Looking at the price boards at gas stations currently brings tears to commuters’ eyes. The war in the Middle East is causing prices for diesel and gasoline to rise to dizzying heights. The question of whether employees who work from home are saving a lot of money these days can be answered clearly: yes.
However, the legislature also clearly answers the question of whether high fuel costs entitle employees to work from home: no. How employees get to work falls within the employee’s personal risk sphere – not the company’s responsibility. Anyone who sees it differently is confusing desire with reality.
High fuel prices put a strain on employees: This is what employers can do
But: What does a smart employer do with this situation? The obvious answer would be: nothing. Clarify the legal situation, tick off the topic, move on. This procedure is legally correct. But it is also strategically short-sighted.
Because there is rarely a legal argument behind the demand for a home office. There is a signal behind it: I would like to be seen as an employee in my situation. So it’s an emotional need, a feeling, possibly even a financial need. And leaving that feeling unanswered can cost you. Not once, but daily. In the form of a possible decrease in willingness to perform.
Gas prices can be an opportunity for employee loyalty
So what to do? Full remote for everyone? The answer does not have to be a permanent structural decision. It can – and should – be a temporary, clearly communicated gesture. A temporary increase in flexibility in the place of work that signals two messages at the same time: We see your pressure. And we respond to it – without sacrificing our expectations of your performance.
This is not giving in to a claim that does not legally exist. It’s good leadership.
The current Hays HR Report 2026 proves this with numbers. According to those surveyed, managers promote performance primarily through appreciation and recognition (41 percent), personal responsibility (38 percent) and clear objectives (37 percent). A basis of trust (36 percent) is also viewed as important. If communicated correctly, a temporary home office arrangement is exactly that: an act of appreciation. One that stays in the minds of employees – long after fuel prices have fallen again.
The fuel price situation can be seen as an invitation
No employee has a right to work from home, at least not by law. That remains true.
In order for people to perform well, appropriate framework conditions are required at different levels. This starts with the social environment, through suitable conditions in the organization and extends to the appreciative relationship with the direct manager.
The fuel price situation is an invitation from reality to demonstrate exactly that.
Rebecca Scheibel is the online editorial director and responsible for the digital channels of human resources.
