How Remote Work Affects Mental Health

Workplace WellbeingTips & Resources
Written By Esther Goh

Photo by Windows on Unsplash

Working remotely has become a norm since the pandemic that took over the world in 2020. To many, it was a scramble to get used to the ‘new normal’ as organisations dealt with the many restrictions imposed on working together physically, and were coerced to move towards a paperless, more virtual process of work. While for others, it was already a practice in their work environment. Regardless, it has brought on a paradigm shift in the way that employers and employees interact with each other, collaborate on projects and conduct meetings. Whichever side you are on, the fact is that working remotely has its benefits as well as its challenges. 

The Benefits

When first introduced, most employees welcomed the change to remote working, as they could now save on commuting time. This allowed individuals to fulfill their personal obligations while balancing their professional responsibilities without sacrificing either. Now, exercise, leisure activities and spending time with family and friends was all doable even during the weekdays. 

In addition to that, remote work could also enable organisations to obtain and retain the best talents regardless of mobility, location or lifestyle challenges. This is especially so as individuals take on responsibilities in different chapters of their life, such as marriage, parenthood, or caring for an ailing family member. Remote working could also provide an avenue for individuals facing mental health challenges (i.e. anxiety) to be both comfortable and productive.

A 2022 study has shown that more than half of employees feel more productive when working remotely and would opt for it even at the cost of a slight reduction in pay. Having this flexibility available could also lead to higher job satisfaction and a decreased rate of attrition among employees, leading to better outcomes for both employers and employees alike. 

The Challenges

That said, remote work isn’t all sunshine and rainbows; working alone, oftentimes at home, could also bring about its own set of challenges. 23% of employees who work remotely struggle with loneliness, according to a 2023 study. Being isolated, segregated and having no social contact and support for prolonged periods of time could lead to individuals feeling unmotivated and unproductive. 

Productivity could also be affected by an increase of distractions at home e.g.. a dog barking, a child needing attention, and the chores waiting to be done. Back-to-back virtual meetings that crowd our day could cause fatigue that can’t be shaken off as easily as shutting down the computer and going home for the day. Along the same lines, being at home 24/7 could also lead to there being no separation and a blurring between work and personal life, which could cause frustration and burnout in the long run as well. 

A 2020 survey done in the United Kingdom revealed that at the peak of remote working, 80% of British nationals felt like working from home has had a negative impact on their mental health and a 2023 Integrated Benefits Institute Study showed that being fully remote was associated with an increased likelihood of anxiety and depressive symptoms compared to working at the office. 

What Can We Do?

So how do we balance between the benefits of remote working, incorporating that into our lives, but at the same time being aware and putting procedures in place to overcome the challenges that come with being away from the office?

There are ways that employers and employees can work together to ensure that the remote working experience will be a mutually beneficial one. For example, training can be provided to ensure that employees working remotely understand process flows, reporting procedures, communication protocols, and the expectations for working hours and performance assessments. At the same time, the workplace would also benefit from having a conducive space to support their workforce through the provision of mental health resources such as employee assistance programs, counselling services and insurance (if available). 

That said, the landscape of work is only going to evolve with the times, and the only way to move forward is to ensure that the channels of communication are always open between employer and employee. Truly a one-size-fits-all approach will not benefit everyone in the long run, and organisations have to be attuned to nuances in order to meet the needs of different employees through the changing times. 

At the same time, employees should also be aware of their personality traits and to evaluate their preferred work style: whether they are comfortable or well-suited to working from home, or perhaps a hybrid style of combining working from the office as well as working remotely, and to communicate that to their employers effectively. 

Regardless of the discussion above, should you face any struggles in either of these working environments, do seek help from a mental health professional.

Esther Goh
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