It’s a controversial topic. Working from home, hybrid working, or heading back into the office has been a topic of discussion for many years since the COVID-19 pandemic hit. Many businesses had to acclimate to COVID-era working environments quickly. When lockdowns eased, many people found that hybrid or remote working was better for their situation.
Since then, this style of working has become non-negotiable for thousands of Aussie workers embracing hybrid working. Is it a blessing or a curse for organisations? In recent news, Victoria is set to table a bill that will legislate protections for hybrid working. However, with the dichotomy between office and home working continuing to grow, will this juxtaposition and legislative mandates cause more issues in the years to come?
A Personal Perspective on Hybrid Work and Mental Health
While I write this article, I’m sitting at my kitchen table, relishing my one day out of the office. Take it from me, I’ve worked in a broad spectrum of working environments. My first job was entirely remote work. My second job was hybrid. And at Converge, I also have hybrid working arrangements. However, I spend most of my week in the office. This works for my situation. Yet, I’m just one person. Personally, I feel more collaborative and productive in the office. But is my perspective skewed by remote working encompassing most of my career?
Take it from me: there are many pros and cons to both office-based and remote working. After all, I have done both. During working from home days, it’s easier for me to recharge my social batteries, fully concentrate without distractions (that is, if boundaries are in place), and less travel means I’m saving a pretty penny, which improves employee wellbeing. On the other hand, when I work from home, I feel more isolated—a common theme in remote work discussions. I also find asking questions is arduous, and I tend to blur my work-life balance lines. Particularly, the lines around when I should shut my laptop for the day. Do I have a good work-life balance? The short answer is yes, only because I have laid out firm boundaries. For many, this isn’t the case.
If you’re like me – ambitious as heck – it’s easy to say I’ll spend another hour on this piece of work. When you’re in the office, you may find it easier to log off at a reasonable time because you know you have a grand odyssey home ahead. Overall, the flexible working arrangements landscape isn’t clear-cut. Realistically, there are numerous benefits, but equally, the negatives are extreme. So, let’s cut to the chase and start by exploring the positives of working from home.
Benefits of Hybrid Working for Employee Wellbeing
According to an OutcomeX survey, 82.2% of workers reported that their happiness had increased when working at home entirely or just a few days a week. In addition, 54.7% said they felt less stressed, with 73.7% of family relationships and 50.7% of friendships improved due to the benefits of remote work. Here are many more reasons employees are giving to demonstrate the value of remote working. According to Gallup, remote working enables…
- Greater management of personal and professional responsibilities
- Gives parents more flexibility and freedom to work when their children are below school age
- Allows people better flexibility to do school runs and other activities or errands
- It can improve work-life balance (but this has a flipside we’ll get to in a moment)
- Better efficiency and use of time
- Hybrid and remote working have shown higher productivity rates (51%)
Demographically, women have seen significant benefits from remote work. A University of Melbourne study highlighted that job satisfaction is greater for women than men when remote working arrangements are in place. But what if remote working ceased to exist? To put it into perspective, removing remote work entirely could disproportionately impact single parents and carers – regardless of gender. But as we all know: with every positive in hybrid working, there’s always a negative.
Challenges and Mental Health Risks of Remote Work
If there are so many benefits, why are workers feeling more burned out at record rates? Productivity, efficiency and work-life balance are some key call-outs; however, hybrid and remote work can blur the lines between what is the office and what is leisure time. It used to be simple. For many, the day started at 9:00 am and ended at 5:00 pm. The kitchen table wasn’t an office, the bedroom wasn’t a conference room, and family time wasn’t spent overshadowed by Teams calls. But with hybrid and remote working arrangements, this is a fact of life for thousands of workers.
According to Travel Perk, while 67% of workers said they prefer their hybrid setup in 2025, workplace burnout has soared over recent years, partially due to remote working. Here’s the breakdown…
- 25% said they felt lonely
- 72% said they wouldn’t call in sick
- The same 72% said they would still work after periods of rest when they’re ill or ditch the office and work through their illness at home
- Finally, 81% of remote and hybrid workers said they feel burnt out due to distorted workplace boundaries. This includes checking emails out of hours, isolation (73% said), and stress (43% said)
Is there a solution?
What’s the answer? And if workplace wellbeing is being affected, how do we solve this issue? It’s not a linear process like this one:
- Problem: Hybrid work can exacerbate mental illness
- Answer: Employers can mitigate these challenges when employees are at work in person
- Solution: Bring everyone back to the office
This will not solve the issue. Do you believe office-based work does not cause mental ill-health? On the contrary, it can also have many negatives, including limited flexibility, poor work-life balance, distractions and commuter stress. As such, committing to one over the other is not a solution. Instead, let’s explore how safeguards, including employee assistance programs, will enable greater holistic wellbeing in the workplace.
How to Manage Psychosocial Risks in Hybrid Working Models
With all this data showcasing both the positives and the negatives, I’d understand if you felt conflicted. I’d equally understand if you feel confused about what’s right and wrong. Well, I’m here to tell you that there isn’t a right or wrong. The data we’ve pulled highlight the prevalence of psychosocial hazards in both in-person and remote working arrangements. Arguably, both cause significant employee mental health issues within the working population. It’s relatively similar across the working landscape, with data suggesting:
”“Fully remote (40%) and hybrid work (38%) are associated with an increased likelihood of anxiety and depression symptoms compared to in-person work (35%).”
SHRM
But it’s not about which side of the coin is better. Being autonomous humans, if our type of work permits us, we can choose our own path and pick a working arrangement that suits us. Most importantly, it’s about safeguarding employees from psychosocial and psychological risks and mitigating their impact. Being an EAP company, it would be remiss of me not to showcase how employee assistance programs can support workers and reduce mental health risks both in and out of the office.
Why Employee Assistance Programs (EAP) Matter for Hybrid and in-person Teams
EAP, or employee assistance programs, offer essential support for workers, regardless of whether they’re physically present in the workplace or remote. EAPs, such as Converge, provide crucial counselling services so that you can improve or proactively manage your mental health. That’s in addition to supporting organisations to minimise employee mental health issues.
According to our data, the top three identified workplace concerns relating to employee mental health are work-related incidents, work stress, and mental wellbeing. Additionally, 45% of employees said the workplace was the leading cause of their issue. With the stats laid out in black and white, it’s clear that these risks are present regardless of whether you’re working remotely or not.
As such, EAPs offer an avenue to safeguard employees from psychosocial risks, as well as wellbeing management strategies. Here’s why EAP is essential in this evolved working environment:
- EAP helps employees working remotely build strategies to reduce their feelings of isolation through counselling services and mental health support.
- EAP can also minimise work-life balance issues by guiding you through ways to set boundaries that improve your balance between your work and personal life. And that’s regardless of in-person, hybrid, or remote work. In fact, this is something we excel in!
- Also, EAP can provide strategies for preventing burnout, managing stress, overcoming employee mental health challenges, and improving team culture (through our manager support, employee counselling, and conflict support streams, as well as our psychosocial risk assessments).
Learn how Converge can support your employees wellbeing. Or, if you’re reading this and we’re your work place wellbeing provider, book an appointment with our expert team today!
Converge EAP: Mental Health Support That Meets You Anywhere
If you’re an employee reading this, and the rhetoric is resonating with you, be sure to book an appointment with our expert team. If we’re your workplace wellbeing provider, head to the Converge App or the online booking portal on our website to book. On the other hand, if you’re a leader reading this article, get in touch with us to see how Converge can make a difference in your organisation.
As a trusted EAP provider Australia wide, Converge supports businesses across all industries with expert-led counselling, wellbeing initiatives, and strategies for mitigating psychosocial risks—no matter your working model. Go on, what have you got to lose…
FAQs: Hybrid Work, EAP & Mental Health
1. What are the benefits of hybrid working for mental health?
Hybrid working provides better work-life balance, reduces commute-related stress, and supports employee wellbeing by giving flexibility.
2. How does remote work affect mental health?
While remote work can improve productivity, it may also lead to workplace burnout, isolation, and blurred boundaries between personal and professional life.
3. What is an Employee Assistance Program (EAP)?
An EAP is a confidential support service offering mental health at work, counselling, and guidance to help employees manage personal and work-related issues.
4. How can EAPs support hybrid or remote teams?
EAPs provide accessible mental health support, strategies for stress management, and help with setting boundaries to avoid psychosocial hazards.
5. Is Converge a trusted EAP provider in Australia?
Yes, Converge is a leading EAP provider Australia businesses rely on, offering tailored programs to support both remote workers and in-office employees. As your partner in mental health at work, we help your teams stay supported, connected, and resilient.
