Modern workplaces have irreversibly changed their attitudes toward remote working. Therefore, many organizations employing knowledge workers experiment and quickly adjust their flexible work policies allowing different degrees of remotely working. Decisions about the influence of restricted remote working and mandatory office presence often raise the question of disproportional impact on different genders. But are there any gender differences in how we treat remote working options? Aim: Our aim is to achieve a better understanding of WFH has a gender-segregated motivation or are there other predicting factors. Method: We report results from a company-wide survey conducted in a Norwegian fintech company. The data is analyzed using descriptive statistics, contingency tables, Chi-Square test of association along with post hoc tests. We illustrated the results by using diverged chart bars. Results: The results show that female employees have a slightly higher degree of remote working, but gender differences among software engineers are negligible and insignificant. Software engineers have different WFH practices than employees in other departments. Moreover, we analyzed other factors with respect to the degree of remote working and the results reveal that engineering managers work at the office more than software engineers, younger engineers prefer to work at the office more often than the senior engineers, and the engineers that live further to their job, tend to work more remotely. Conclusions: We found that the strongest predictor of the degree of remote working is not the gender but commute time.