It depends.
If you have been working from home for all or some of the week since Covid-19 your employer may have varied your contract by its conduct. You may have an argument for saying that any attempt to revert to your previous terms i.e. full-time office working is a breach of contract. The problem with this is that you would need to resign in response to this breach in a timely manner and that leaves you out of a job at a time of considerable economic uncertainty.
If you have home-working arrangements and either have a disability or have child-caring responsibilities you may be able to resist a forced return to work on the basis that it would be discriminatory to do so. For example, you are autistic and your home-working environment is more conducive to productivity than an open-plan office. You may have good arguments in saying that it is a reasonable adjustment to disability for you to remain fully based working from home. If you are a working parent and the return to office arrangement will directly or indirectly impact your ability to work you may have grounds on which to refuse on the basis of sex discrimination.
If you have a disability and home-working suits you because it alleviates the impact of your disability you need to set this out for your employer. Demonstrate to them how this arrangement removes barriers and allows you to fully and effectively participate in the work environment in a way that would not be possible if you were fully office-based.
If you can demonstrate that as an adjustment there is a prospect any disadvantage could be removed and it is reasonable to ask your employer to grant this adjustment then you may have a strong argument that your employer is legally obliged to keep the home-working arrangement. As always with anything connected to disability and reasonable adjustments it pays to stick closely to the legislation and to follow the excellent guidance of the Equality and Human Rights Commission Statutory Code of Practice on Employment which you can access online here.
