Hybrid workers are more likely than their fully remote or office-based counterparts to report that work is negatively impacting their mental health, according to a recent survey by Pluxee UK, a leading employee benefits and engagement company.
The study found that 42 percent of hybrid workers reported adverse effects on thir mental wellbeing, compared to 32 percent of fully remote workers and 30 percent of office-based employees.
The findings shed light on the complexities of hybrid working, a model that has gained widespread adoption but also presents unique challenges. Although hybrid working is praised for its flexibility, it demands thoughtful support to ensure that employees maintain a healthy work-life balance.
The survey suggests that hybrid working is not necessarily problematic but emphasises the need for targeted strategies to address the specific wellbeing needs of hybrid employees.
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What about physical health challenges?
In addition to mental health struggles, hybrid workers are also more likely to experience physical health challenges. Forty-one percent of hybrid workers reported skipping exercise due to work fatigue, a higher proportion than both fully remote (29%) and office-based (31%) employees. Moreover, longer work hours appear to be taking a toll on hybrid workers, with 26 percent missing workouts for this reason, compared to just 18 percent of fully remote employees.
These mental and physical health concerns are reflected in other survey data: less than half (47%) of hybrid workers said they have good energy levels, and more than a third reported difficulty focusing and concentrating at work.
“Hybrid working offers fantastic flexibility, but it’s clear that employees need the right support to truly thrive in this environment,” said Tom Nash, HR Business Partner at Pluxee UK. “The key is to provide tailored benefits and resources that address the specific needs of hybrid workers.”
Nash highlighted the critical need for organisations to prioritise employee wellbeing in a hybrid working environment. “With 41 percent skipping exercise due to fatigue and 26 percent missing workouts because of longer hours, we’re witnessing a concerning trend that could have long-lasting impacts on employee health. Leaders must take proactive steps to monitor and actively promote healthy behaviours tailored to the hybrid work model. The flexibility of hybrid work should enhance, not compromise, our workforce’s overall health.”
Mental wellbeing benefits
The survey also revealed stark generational differences in access to mental wellbeing benefits. While 31 percent of Gen Z employees reported receiving mental health support from their employers, only 15 percent of Baby Boomers said the same. This gap may contribute to differences in perceptions of mental health in the workplace: 54 percent of Gen Z workers agreed that their employer’s focus on wellbeing has contributed to a more positive work environment, compared to only 24 percent of Baby Boomers.
The report suggests that cultural shifts may influence these differences in perspective. Gen Z has grown up in an era where open discussion of mental health is more normalised, whereas Baby Boomers were often conditioned to internalise such issues. As a result, younger employees may feel more comfortable seeking support and discussing mental health challenges at work.
“The fact that less than a quarter of Baby Boomers feel their employer’s focus on wellbeing creates a positive work environment is a stark reminder of how much work we have ahead,” Nash said. “It’s time for a radical shift in how we approach mental health support in the workplace—one that’s inclusive, comprehensive, and responsive to the needs of all employees, regardless of age or work arrangement.”
As the nature of work continues to evolve, Pluxee UK’s survey serves as a reminder of the importance of supporting employee mental and physical health across all work models, especially for those balancing the demands of hybrid working.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
- Amelia Brand
- Amelia Brand
- Amelia Brand
- Amelia Brand
