Not exactly. Remote work usually means the company has no central office and hires people to work from anywhere by design. WFH usually means an office-based company lets specific employees work from home, sometimes temporarily.

Yes, in most cases. WFH is typically a company policy, not a contractual right, unless it was explicitly written into your offer letter. Employers can change the policy with reasonable notice.

Yes, salary is tied to the role and performance, not the location. The pay structure changes only if the employment terms specifically state a location-based adjustment, which is uncommon in India.

WFH usually means all working days are from home. Hybrid means a mix, like three days in office and two from home, on a fixed or rotating schedule.

Yes, and many do, through login timestamps, activity monitoring software, or mandatory check-ins. The extent of tracking depends entirely on company policy, and employees are usually informed about what's being monitored.

No, there's no specific law guaranteeing WFH as a right. It's entirely at the employer's discretion, though some company policies or specific employment contracts may formalize it.

This varies a lot by company, but common ones include:

• Internet or broadband reimbursement

• A one-time setup allowance for desk or chair

• Electricity cost contribution, in some policies

• Software or hardware provided directly, like a laptop

Not every company covers all of these, so check your specific policy.

Sometimes, but not automatically. Many companies require prior approval for location changes because of tax, compliance, or data security reasons tied to where you're physically working from.

It shouldn't, and most modern policies explicitly say performance is judged on output, not visibility. In practice, this depends heavily on individual managers and company culture.

WFH eligibility is usually tied to the specific role, not the person permanently. Moving to a role that requires physical presence, like a factory floor or client-facing desk job, often ends WFH eligibility even if you keep the same employer.