> Your employer should be fine with this

> all they care about is that their data is not exfiltrated.

Your suggestion for dealing with an employer that only cares if data is exfiltrated, is to... exfiltrate their data?

Do work stuff on work hardware, do non-work stuff on non-work hardware.

I held a WFH and BYOD job in various roles for over 4 years. It began less than a month into the pandemic lockdowns. It would not have been WFH if not for COVID-19. In that regard, I was highly blessed.

The recruiting process was notably vague. I was asked if I had a computer that I could run software on. It turned out that they really wanted us to be running Windows (Apple Silicon was incompatible) but I was running Ubuntu and nobody really batted an eye, because I ensured it was interoperable.

We were never required to install MDM or any corporate software. They never spied on us or collected any data from our BYOD. Any metrics were collected server-side at their web apps. I felt highly trusted. But there was indeed no "work laptop" and we could either BYOD, or forget having a job at all.

This was also during a period of rapid, widespread MFA adoption. Our managers were keeping us in the loop whenever MFA was implemented for corporate systems. Late in the game, our 3rd-party payroll implemented MFA very poorly. I informed the management that they were on thin ice, because they had irrevocably encroached onto a device which was reserved for personal use only. I told them, it is unacceptable to require a smartphone for a role that neither provides a smartphone, nor notified us in advance that it's required for keeping our jobs.

I kept scrupulous separation of work-related data and activities. I had separate accounts on each device. For work, I logged out of my personal account and logged into a work-only account. Unix permissions handled the rest. Sometimes, it was darned inconvenient.

I came to understand that if my employer were ever sued or involved in criminal prosecution, my devices could've been subject to subpoena and confiscation. This was the really crazy part. I had often used personal devices, and accounts, and my phone, for volunteering at church. We had no choice there, either. But you can easily imagine church, or a publicly-traded company, to become embroiled in some legal action. And if my devices were deemed evidence, I'd forfeit them, possibly for good! Thankfully, this has not come to pass.

There is probably no guarantee, even if you're 100% using employer-dedicated hardware at home, that your personal devices wouldn't be swept up in a subpoena or search-and-seizure. But you should always consider long and hard, with any BYOD situation, that mingling your personal stuff with your employer's stuff is playing with fire. Don't get burned.

No employer with a functional legal department would ever be okay with an employee using their personal devices for work (unless they have MDM software on the devices partition the work data).

Using your personal device(s) work for make them fair game for discovery in lawsuits, even after you have left the company. It is also generally a violation of state and federal laws and/or procurement contracts in multiple fields if you work in finance, health, or anything defense-related.

If an employer ever mandates that you use your own device for mandatory work-related functions, find a new job. It's the number one red flag that the company is a shit-show and indicates that there are a lot of other rules/regulations/etc that the company doesn't care about either.