How do I protect my remote status when leadership hints at a monthly ‘team day’ in the office?

My partner and I live in a tiny apartment and both work from home. Remote work is the only thing that keeps our day-to-day manageable: no commute, easier to juggle errands, and we can swap rooms when one of us is on calls.

This week my manager casually floated the idea of a monthly ‘team day’ in the office. They called it optional and ‘just for connection’, but it had that test-the-waters vibe. A couple coworkers immediately reacted positively in the chat, which makes me nervous it could quietly become expected.

My offer letter does not explicitly say ‘fully remote’. It lists my home address as my location, but it does not say permanent remote or anything similar. I was hired during a remote-first period and there are no performance concerns.

Has anyone been through this? What are the smart early moves?

– Is it worth asking for written clarification now, even though it is only a hint?

– How do you push back without sounding like you do not want to be a team player?

– If you go once to be polite, does that usually set a precedent?

– Any specific phrases or questions that helped you get a clear answer on expectations?

I am not trying to be difficult, I just do not want to wake up in three months to a surprise hybrid mandate. Any practical advice on handling this proactively would help.