The rise of remote perform, accelerated by recent global events, isn’t a universal solution for employee wellbeing. A new study from the Finnish Institute of Occupational Health suggests that for those already struggling with burnout, working from home can actually exacerbate the problem, rather than alleviate it. The findings challenge the widely held belief that increased flexibility automatically translates to improved mental health.
Whereas remote work offers benefits like reduced commuting time and greater autonomy, researchers found it can also lead to increased feelings of loneliness, diminished social support, and a blurring of boundaries between work and personal life. Here’s particularly concerning as overall wellbeing among Finnish workers has reportedly declined, with rising rates of burnout symptoms and anxieties about job security, according to the study.
The research, based on a survey of 2,143 working-age Finns between 18 and 65 conducted at the end of last year, highlights a complex relationship between remote work and employee health. The study, known as the “Miten Suomi voi?” (How is Finland doing?) project, reveals that the desire to work remotely often increases when an individual feels overwhelmed by their workload. Though, this shift isn’t always a positive one.
“It can be a case of jumping from the frying pan into the fire,” warns Jari Hakanen, a research professor at the Finnish Institute of Occupational Health. “Continuous remote work without face-to-face interaction doesn’t necessarily improve wellbeing in the long run.”
The Double-Edged Sword of Remote Work
The study acknowledges that remote work can offer some advantages, particularly in reducing chronic fatigue and improving work-life balance. This explains why overburdened employees are often drawn to remote arrangements. However, these benefits are often overshadowed by the negative impacts of isolation and reduced access to workplace support. Burnout can more easily go unnoticed when an employee is physically separated from colleagues and supervisors, hindering access to necessary help.
The research identifies several key negative effects of remote work, including decreased trust in colleagues and supervisors, reduced support from coworkers, increased loneliness, diminished job engagement, and heightened cynicism. These factors can contribute to a worsening of burnout symptoms over time. Conversely, remote work can reduce the feeling of being overwhelmed and improve the perception of work-life balance.
Not a One-Size-Fits-All Solution
The Finnish Institute of Occupational Health’s research, detailed in a report published in June 2025, also indicates that the benefits of remote work are not evenly distributed. A separate study, also conducted by the Institute, found that the impact of remote work varies depending on an individual’s role and life circumstances. For example, parents with young children may experience a greater improvement in work-life balance through remote work than those without children. Helsingin Sanomat reported that remote work can positively affect the work-life balance of fathers with children.
Hakanen emphasizes that simply switching to remote work is not a sufficient solution for addressing burnout. “It’s significant to address the root causes of the workload and locate other ways to reduce it, rather than relying solely on remote work,” he states. He also points out that even returning to the office doesn’t automatically alleviate feelings of isolation.
“We feel better when we exchange greetings by the coffee machine,” Hakanen says. “Informal interaction is valuable. Through it, we build trust in each other and the sense that we are part of a team.”
For managers facing employees requesting remote work while simultaneously demanding a return to the office, the solution isn’t straightforward. The research suggests a focus on addressing the underlying causes of employee stress and fostering a supportive work environment, regardless of location.
Looking Ahead
As remote and hybrid work models become increasingly prevalent, understanding their nuanced effects on employee wellbeing is crucial. Further research will be needed to identify best practices for mitigating the risks associated with remote work and maximizing its potential benefits. The Finnish Institute of Occupational Health’s ongoing work provides valuable insights into this evolving landscape, emphasizing the importance of a holistic approach to employee health that goes beyond simply offering flexible work arrangements.
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