Abstract

There has been a shift in employee working patterns, relationship with colleagues and boundaries when working from home as hybrid working is becoming the trend. While hybrid working provides more flexibility and autonomy for workers, it can also foster conditions that can lead to employee burn-out if workload, digital communication, role definition and work–life balance are not managed. This study examines the link between hybrid working at work and employees’ burnout syndrome with regard to workload, working hours flexibility, digital connection, organizational support and work–life balance. Burnout is viewed in this study as a multi-faceted issue at work, that is, emotional exhaustion, diminished professional performance, and feeling detached from work. Structured questionnaires and suitable statistical analysis can be used to evaluate employees’ experiences in various hybrid working scenarios in a quantitative research approach. The study’s purpose is to identify the correlation of the frequency of remote working, perceived autonomy, communication demands and organizational support with the risk of burnout of employees. It also emphasizes the need for managerial behaviours, clear work demands, sensible workloads and employee recuperation. The outcomes will be very useful to organisations when developing workable hybrid working policies that will support both the business and benefit employee health and wellbeing. The study concludes that hybrid work is not just a flexible employment model – it is highly dependent on the way an organization manages workload, connectivity, autonomy, communication and employee support. The correct organisational actions can help set the stage for healthier, more productive, and sustainable hybrid working environments and for reducing burnout.