Family and Mental Health Challenges Faced by Remote Workers During the COVID-19 Pandemic and the Future Outlook for Remote Working

Introduction

The COVID-19 pandemic, which originated in 2020, is regarded as the most severe global health crisis since the H1N1 influenza (Spanish flu) pandemic of 1918. This pandemic has led to profound and far-reaching transformations on a global scale, especially impacting the dynamics of work and employment [1]. According to the Bureau of Labor Statistics (BLS), a considerable number of employees moved to remote work. Approximately 27% of the U.S. workforce engaged in remote work on a part-time basis in August and September 2022 [2]. However, recent surveys indicate that the percentage may be higher than 50% [3]. Some have predicted that the shift to remote or hybrid work might be a permanent state of affairs for the world of work from now on [4]. While working remotely has some advantages, including flexibility and a shorter commute, it also presents several employee challenges [5,6].

To summarize and synthesize existing limited knowledge on the current topic, the present integrative review focused on examining the multifaceted effects of remote work on family dynamics and employees’ mental health during the unprecedented and complex COVID-19 pandemic. More specifically, the purpose of this article was to gain insight into the diverse challenges that impacted family dynamics and mental health, as well as the general satisfaction with life of remote working employees during these unprecedented times. It also discusses the future outlook for remote working. The goal is to raise awareness among employers and employees about the various factors influencing the satisfaction and well-being of remote workers in this demanding work environment, in order to shape future work policies. In order to conduct a wide-ranging exploration of the subject matter, reliable online databases from 2020-2024 were used. It is important to note that the search was restricted to English manuscripts, and given the recent nature of the issue, there was a scarcity of research materials available on this specific topic.

2. Effects on Family Dynamics

The pandemic drastically impacted relationships and interactions within families, making it one of the most critical areas affected by the crisis [7]. Families faced significant challenges during the pandemic as lockdowns, social exclusion, and other restrictions tested and altered their dynamics. Adapting to these new circumstances, families had to discover alternative methods to maintain their connections. The introduction of video calls, messaging apps, and social media platforms has become crucial for virtual communication, making this way of life a normal modus operandi. One of the primary impacts of the pandemic on family relationships was the involuntary proximity or separation resulting from lockdowns and social exclusion [8]. Spending time together as a family has the potential to yield both positive and negative effects on relationships. On the one hand, it can fortify the bond between family members, resulting in enhanced relationships and communication. On the other hand, heightened proximity and interaction can occasionally precipitate tension and conflicts [9].

Additionally, many families encountered financial difficulties due to the pandemic, placing further strain on their relationships. This necessitated collaborative efforts in financial planning, budgeting, and saving, particularly in light of job losses, income reductions, and other financial uncertainties brought on by the pandemic. This negative effect on families manifested in many ways, from physical and mental unwellness [10].

The difficulties became especially severe for remote workers who also had caregiving responsibilities. Juggling work and childcare became a complex balancing act because many schools and daycare centers were closed. The complexities of juggling childcare and work-related obligations created a unique set of difficulties that caused unanticipated and extreme stress with a feeling of being overextended [11].

3. Feelings of Loneliness and Job Burnout

The issue of loneliness and isolation faced by remote workers is not just about physical distance but also includes the psychological impact of having fewer social connections. The absence of face-to-face interaction with coworkers in remote work environments can result in a sense of disconnectedness and solitude. Over time, this can manifest as a profound, pervasive feeling of loneliness, impacting both mental well-being and work performance [12,13]. Employees confined to virtual interactions often experience a profound sense of isolation from their colleagues and the broader organizational support system. Due to the nature of virtual meetings, where conversations are usually limited to work-related matters and tasks, employees are left yearning for meaningful connections and a sense of belonging that goes beyond work-related interactions[14,15]. Furthermore, employees who work remotely tend to have fewer chances to engage with their managers or supervisors compared to those who work in the office. This lack of contact can lead to feelings of isolation and a sense of reduced support, which may impact their professional growth and job satisfaction. Additionally, the rapid shift to remote work amid the COVID-19 pandemic presented a great challenge for businesses to attend to their employees’ mental health needs effectively [16].

The distinction between work and personal life becomes even more unclear when working remotely. Remote workers often struggle to mentally disconnect from work since their home and workplace are not physically separated. This struggle can lead to job burnout, as it is challenging for them to switch off from work obligations, causing increased stress levels and impacting their mental health [11,17].

4. Anxiety Associated with the Fear of Missing Out

Amid the COVID-19 pandemic, remote working has significantly changed how employees interact with their professional and social networks [18]. This shift has led to the emergence of fear of missing out (FOMO), characterized by an ongoing concern that others may be enjoying fulfilling experiences while one is not present. Individuals experiencing FOMO often feel a strong urge to continuously stay updated about the activities and experiences of others [19, 20].

FOMO can lead to concerns about missing important meetings, deadlines, or social interactions. This can put pressure on remote workers to always be accessible and connected, causing distress when they feel socially disconnected, rejected, or excluded. These feelings can become more intense due to extensive and necessary technological demands [22].

As a result, this pressure may contribute to burnout and a decline in overall well-being, potentially leading to more feelings of isolation and heightened anxiety among remote workers [21]. In professional settings, the FOMO has been observed to be connected with two distinct forms of exclusion. The first type, referred to as “relational exclusion,” involves employees being concerned about missing out on networking opportunities and how it could impact their ability to maintain essential business relationships. The second type, “informational exclusion,” relates to employees worrying about not having access to essential social or task-related information within a group. This lack of information may lead to feelings of exclusion and disconnection in the workplace [22].

FOMO in the workplace can also lead to employee burnout. A recent survey [23] of 162 employees from different countries provided insights into the complex dynamics of burnout in the context of workplace FOMO. The findings emphasized a direct impact of workplace FOMO on employee burnout, showing a strong positive correlation between the two. Some experts have suggested that organizations should recognize FOMO as a significant negative emotional experience and find ways to manage and reduce its effects. The transition to remote work, changes in communication styles and daily routines, and avoidance behaviors may become permanent. Therefore, recovering from the pandemic will involve more than just overcoming the virus [24].

5. Depression

The pandemic has been linked to an increase in symptoms of depression. According to the World Health Organization (WHO), the global prevalence of anxiety and depression has increased by 25% since the onset of the COVID-19 pandemic [25]. This increase is attributed to a combination of factors,including the fear of contracting the virus, social isolation, economic uncertainty and hardship, and the loss of routines. The merging of home and work environments has caused boundaries between work and personal life to blur or disappear. This has contributed to feelings of hopelessness and sadness for many and exacerbated mental health conditions.

Employees may hesitate to seek assistance out of fear of being perceived as weak or less dedicated to their jobs [26]. This new way of working may place many unmanageable burdens on remote workers. The symptoms of mental health conditions are not always obvious, which may make employee complaints misunderstood or dismissed as “fake illnesses.” Many supervisors or managers have limited knowledge about mental health conditions, which may lead to prejudicial judgment. Consequently, some employees fear being stigmatized if they seek help. The disruption of familiar routines and structures has made it even more difficult to manage mental health. It is vital for employers to recognize the signs of mental health conditions and take proactive steps to support their employees [27, 28].

6. Future of Remote Work

Owing to the unprecedented and challenging circumstances brought about by the COVID-19 pandemic, organizations worldwide have rapidly shifted to remote work as the primary mode of operation. Many workers have transitioned to remote work environments as they adapt to the new normal. This has raised questions about how long this trend will last. Many experts [3,4] predict that remote work could be a long-term shift rather than a temporary adjustment. This trend is supported by technological developments, communication tools, and virtual collaboration platforms, all of which have been essential for enabling effective remote work operations. Employers are reevaluating traditional work setups as they recognize the benefits of reduced expenses associated with office space. Nevertheless, as discussed above, remote work has definite disadvantages. The transition to remote work raises questions about the future of physical work environments, the significance of face-to-face interactions in professional relationships, and the need for innovative methods to build a sense of community among remote teams.

Many experts [29] firmly believe that remote work will become increasingly prevalent in the post-COVID-19 era. The adaptability and flexibility of both managers and employees will be imperative for the success of organizations. Continual study of this topic is essential to gain a comprehensive understanding of its lasting impact on employee well-being. The success of remote work in the future will likely depend on how effectively mental health and family issues are addressed, and how well a compromise is reached to meet the evolving needs and preferences of both employers and employees in a postpandemic world.

In a survey by the Pew Research Center, [30] it was found that approximately 60% of U.S. workers believe they can do their job from home for all or most of the time. The research also revealed that 61% of workers with the option to work at their employer’s physical location chose to work from home instead. Additionally, 76% of respondents stated a preference for working from home, and 78% of those individuals expressed a desire to continue doing so even after the pandemic ends. The study also highlighted demographic differences, such as 65% of college graduates with telework options choosing to work from home compared to 53% of non-degreed individuals. Furthermore, it was noted that 67% of higher-income workers and 56% of middle-income workers opted to work from home, compared to 53% of lower-income workers. Interestingly, 19% of women found it easier to advance in their jobs while working from home, compared to 9% of men.

Another recent survey [31] pointed out some key benefits of remote work. These include eliminating commuting, reducing the frequency of meetings, and boosting employee productivity. The study concluded that embracing remote work could help overcome the challenges of traditional office work, break down geographical barriers to hiring, and open up new opportunities for independent professionals to collaborate with companies and clients worldwide.

The use of remote technologies, such as video conferencing, cloud-based collaboration tools, and virtual office platforms, is expected to continue advancing as businesses seek more efficient and flexible ways of working. As a result, employees are likely to be increasingly attracted to companies that offer more flexible policies, including hybrid or fully remote work options and flexible work hours. This can provide greater opportunities for businesses to attract and retain top talent, improve employee satisfaction and productivity, and reduce overall operational costs. Executives have forecasted that within the next five years, there will be a notable increase in the prevalence of both hybrid work models and fully remote work arrangements [32]. This indicates that remote work is poised to become a significant and lasting aspect of the global work environment in the near future.

Conclusion

Due to the COVID-19 pandemic, a large percentage of the workforce has shifted to remote work environments, leading to significant changes in work patterns and dynamics. While remote work provides flexibility and reduces commuting time, it also poses challenges that can negatively impact workers’ families and mental health.

This integrative review delved into the complexities associated with remote work during the pandemic, focusing on the strain placed on family dynamics, the prevalence of feelings of loneliness, anxiety, burnout, fear of missing out, and the notable increase in depressive symptoms among remote workers. Factors such as social isolation, financial hardships, and the blurring of boundaries between personal and professional life have contributed to a noticeable rise in depression. The future success of remote work hinges on addressing these issues effectively and finding a balance that meets the evolving needs and preferences of both employers and employees. It is imperative to conduct ongoing research to fully comprehend the long-term effects on employee well-being, corporate culture, and societal norms as we navigate this extraordinary shift in work dynamics. Research on the long-term sustainability of remote work is ongoing, with strong indications that it may become a permanent part of the global workforce.

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