The current COVID-19 crisis has forced employees to work from home as much as possible. This development should be predominantly positive, as research has shown multiple benefits to working from home such as increased productivity (Bloom et al., 2015) as well as increased happiness and engagement (Chokshi, 2017). However, in the current situation the expected unanimous positive attitude towards working from home seems to be fading. Many employees are becoming increasingly less content with their situation, and are actively requesting a reinstatement of office hours. How can this behavioural inconsistency be explained? We approach this problem by testing the effect of trust, perceived responsibility, and self-efficacy as mediators of the positive effect of voluntary home-work agreements. Without the perceived sense of responsibility and free will, working from home will transform from a liberation to a restriction. We ask to what extend does a partial versus full working from home condition, and how this perception of happiness and productivity is compared for experienced and non-experienced homeworkers. Moreover, we investigate the effect of the circumstance in which workers have to perform (e.g. care for children, degree to which they can perform their job, lacking social control, lenient KPI’s, external distractions). Second, we investigate whether people will perceive their wellbeing more positive when they are primed with the benefits of the current situation. Is homeworking influenced by the subjective perception of being at home, or should employees prioritise the return of workers to work at the office. Smeets et al. (2020) underlined that spending more time on liked activities increases happiness more than wealth. Raising awareness of these beneficial conditions should (at least partially) regress the reported happiness back to the level of happiness when under voluntary homeworking conditions (based on unemployment research, see Knabe et al., 2010).