Datadog RTO Policy (Office Requirements)
Datadog employees should confirm their return-to-office requirements in the latest written policy and any office or team addendum. The required days, anchor days, attendance rules, and exceptions may depend on role and location. Do not rely on old news, a colleague’s schedule, or an informal comment. Ask HR or your manager to confirm your obligations in writing.
If you need to know how often you must be in a Datadog office, the safest answer is the one tied to your role, assigned office, and current policy version. A schedule shared by a colleague may not apply to you.
I can’t verify a single current day count or set of anchor days that applies to every Datadog employee. The practical approach is to find the policy that governs your work, check its local and team rules, and get any unclear points confirmed in writing.
Datadog office attendance: applicability, assignments, and expectations
This section explains how to identify which attendance rules may apply to you. The controlling documents are the current written company policy, any office or team addendum, your employment terms, and written guidance from HR or your manager. Public reports can offer context, but they cannot confirm your personal obligation.
Start by checking four details: your assigned office, your role and employment type, the policy’s effective date, and any location-specific or team-specific rules. A policy may apply differently based on these factors, so do not assume that a general company statement answers your individual case.
| What to verify | Why it matters | What to ask |
|---|---|---|
| Assigned office | Rules may vary by office or location | “Which office is my assigned work location for this policy?” |
| Role and employment type | Some rules may differ by team or arrangement | “Does my role or employment type change the attendance rule?” |
| Policy version and effective date | Old guidance may no longer apply | “Which version governs me, and when did it take effect?” |
| Local or team addendum | Extra requirements may apply | “Is there a local or team schedule in addition to the main policy?” |
Look for the policy in approved internal systems or request it from HR. If documents conflict, ask which one takes precedence for your role and location. Keep the answer with the policy version so you can refer back to it.
Key step: Record the policy name, version or date, assigned office, and the person who confirmed how it applies.
Schedule requirements, exceptions, and policy administration
This section covers the details that turn a general office policy into a workable weekly schedule. Confirm the required number of office days, whether certain days are designated, how attendance is recorded, and how approved absences or exceptions count. Do not fill in missing details with assumptions.
Ask HR or your manager to confirm the following in writing:
- Required office days per week, if a weekly minimum applies.
- Any anchor days, meaning days when attendance is expected on a set weekday.
- Whether your team can set additional office days.
- How holidays, approved leave, business travel, and office closures affect attendance.
- How attendance is recorded and how to report a missing or incorrect record.
- Whether an accommodation or other exception process is available, and who approves it.
An exception is an approved change to a standard requirement. A request is not the same as approval. If you need a change, ask about the process, the documents or details required, the decision-maker, and whether an interim schedule is allowed while the request is reviewed. Share only information requested through the appropriate channel.
| Situation | Confirm before acting | Keep for your records |
|---|---|---|
| Holiday or office closure | Whether the day changes the weekly count | Written guidance or calendar notice |
| Work travel | Whether travel substitutes for office attendance | Approved travel details and manager guidance |
| Leave or sick time | How leave is handled in attendance records | Leave confirmation through approved systems |
| Accommodation request | Who reviews it and how approval is sent | The decision and any agreed schedule |
| Attendance record seems wrong | How to report and correct it | Date, record, and correction request |
If the written policy is unclear, send a short, specific question rather than relying on a broad verbal answer. For example: “For my role and assigned office, how many office days are required, which days are fixed, and how is approved travel counted?” Ask for the response in writing.
Key step: Do not treat a manager’s informal comment or another employee’s arrangement as approval for your own schedule.
Employee planning, team coordination, and workplace experience
This section turns confirmed rules into a routine you can follow. Once you know the required days and how attendance is counted, coordinate with your team and plan around commuting, caregiving, travel, and approved accommodations. A clear schedule can reduce missed days and last-minute confusion.
Consider these steps:
- Write down the rule. Note your required days, any fixed weekdays, and the start date.
- Compare it with your team calendar. Ask whether the team has additional in-office days or meetings that affect your schedule.
- Plan recurring commitments. Check commute time, caregiving needs, and other regular obligations against the confirmed schedule.
- Record approved changes. Save the written approval and note the dates or terms it covers.
- Review your attendance record. Check it on the schedule HR or your manager recommends, and raise errors promptly.
The table below shows how to plan without assuming a specific companywide schedule. The examples are hypothetical; they do not describe actual Datadog policy or employee arrangements.
| Hypothetical situation | Useful next step | Do not assume |
|---|---|---|
| An employee is told to attend a certain number of days but receives no written schedule | Ask HR to confirm the count and whether days are fixed | That a teammate’s weekday pattern applies |
| A team has a shared office day | Ask whether that day is required and whether other days are also needed | That one shared day meets the full requirement |
| A work trip overlaps with an expected office day | Ask how travel is counted before the week begins | That travel automatically replaces office attendance |
| An employee requests an accommodation | Use the formal process and wait for a written decision | That a pending request changes current obligations |
A useful habit is to keep one brief record with the applicable policy, your confirmed schedule, approved exceptions, and the date of your last review. This is not a substitute for the official attendance system; it helps you spot a mismatch and ask the right person to resolve it.
Key step: Build your calendar from confirmed rules, not from memory or team custom.
Career implications, performance expectations, and HR escalation
This section explains how to address uncertainty or disagreement without confusing attendance rules with broader performance feedback. Office attendance may be one workplace expectation, while performance reviews can cover other factors. Ask your manager or HR how the policy is assessed and what process applies if your record is disputed.
If you think you may have missed a requirement, first check the policy version, your attendance record, and any written approval for leave, travel, or an exception. Then raise the specific dates with your manager or HR. Ask what correction or next step is needed, and keep the response.
If guidance conflicts, use a clear sequence:
- Identify the two conflicting instructions and who provided them.
- Ask HR which written rule applies to your role and location.
- Request clarification of the effective date and any transition period.
- Save the written answer and follow the confirmed direction.
- If the issue remains unresolved, ask what formal escalation route is available.
Do not rely on media coverage or public employee comments to settle a personal dispute. Those sources may describe a broad practice or a different time and location. Your individual obligations should be confirmed through the current policy and the appropriate internal contact.
Key step: Raise attendance concerns early, with dates and documents, and ask for a written resolution.
Frequently asked questions
These answers address common questions about confirming and following office attendance rules. Because the applicable schedule may depend on role, office, and current policy, use them as a checklist for what to verify, not as a substitute for written HR guidance.
How many days per week must Datadog employees work in the office?
Confirm the required number in the current policy or written HR guidance for your role and location. Do not assume one companywide number.
Does Datadog require specific anchor days?
Check the applicable policy and any team or office addendum. Ask whether fixed weekdays apply to you and whether your team can set more days.
Does a colleague’s schedule apply to me?
Not necessarily. Their office, role, team, or approved exception may differ from yours. Confirm your own schedule with HR or your manager.
Where can I find the current office policy?
Check approved internal policy resources or ask HR for the latest version and any location-specific addendum. Record its effective date.
How are holidays, leave, or travel counted?
The governing policy or HR guidance should explain how these situations affect attendance. Ask before relying on a day away from the office as a substitute.
What should I do if the attendance record is wrong?
Save the relevant dates and records, then ask your manager or HR how to report and correct the discrepancy. Keep the response.
Can I request an exception or accommodation?
Ask HR about the formal process, who decides, and how approval is documented. A pending request should not be treated as an approved change.
What if my manager and the written policy seem to conflict?
Ask HR to clarify which rule applies to your role and location. Include the conflicting guidance and request a written answer.
Can public reports confirm my personal requirement?
No. Public information may provide general context, but it does not prove which internal rule or approved exception applies to an individual employee.
How often should I recheck the policy?
Review it when HR announces a change, your role or office changes, or your team’s guidance changes. Keep the current version and any written decisions together.
(This article was written by one of our staff writers, James Holloway. Visit our Meet the Team page.)
