I guess we need to start enforcing WFH policy in our contracts. I have zero trust in companies to respect WFM without it. Something like, if they break the policy, an amount of X months will be paid for the employee.
Traditional employment contracts, which were common years ago but are now used principally for C-suite positions, typically have terms employees can sue to enforce such as WFH.
For most positions in tech, nothing in the paperwork will give you a way of enforcing WFH if the company changes its policies.
That's what I meant by my comment above, which I can no longer edit. (I should have been clearer.)