The Hidden Risks of Hybrid Working – And How Employers Can Manage Them
Hybrid working has become the new normal for many organisations. Flexibility, autonomy and improved work life balance can be hugely positive — but hybrid models also introduce hidden risks that are easy to miss until they show up as stress, absence, or reduced performance.
At Abel Occupational Health, we support employers to make hybrid working safe, sustainable, and supportive — protecting both wellbeing and productivity. This article outlines the most common hidden risks and practical steps employers can take to manage them early.
Understanding and managing these risks early helps employers protect their people – and their business.
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Key takeaways:
- Hybrid working can increase the risk of burnout, isolation, and musculoskeletal issues if unmanaged.
- Employers still have a duty of care — wherever staff are working.
- Early intervention prevents small issues becoming long-term absence.
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Hybrid working offers flexibility — but without the right structure it can quietly increase stress, absence, and disengagement.
1) Blurred Boundaries Between Work and Home
When the commute disappears, so do the natural boundaries between work and rest. Many employees work longer hours without realising, skip breaks, and feel pressure to be “always available”. Over time, this can contribute to fatigue, stress, and burnout.
- Set clear expectations around working hours and availability.
- Encourage regular breaks and healthy routines.
- Lead by example
2) Isolation and Disconnection
Reduced face-to-face contact can make it harder to spot when someone is struggling. Some employees may feel disconnected, less confident speaking up, or less supported — which can impact wellbeing and engagement.
- Hold regular, non-task-focused check-ins.
- Create inclusive routines for hybrid teams.
- Encourage open conversations about workload and wellbeing.
3) Physical Health and DSE Risks
Home workstations are often makeshift. Laptop-only setups, unsuitable seating, and poor screen height can lead to musculoskeletal discomfort — particularly in the back, neck, and shoulders. If left unaddressed, this can develop into ongoing pain and absence.
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Employers continue to have a duty of care for workstation safety and DSE compliance — including for employees working from home. The Health and Safety Executive provides a useful DSE workstation checklist to help identify common risks.
What employers can do:
- Provide clear DSE guidance for home and hybrid workers.
- Encourage early reporting of discomfort or pain.
- Offer remote or in-person workstation assessments where appropriate.
Find out how Abel Occupational Health can support workplace and DSE assessments to help protect employee wellbeing and reduce absence.
4) Mental Health Concerns Going Unnoticed
Without regular in-person contact, early signs of stress or low mood can be missed. Small behavioural changes may not be noticed until issues escalate.
- Train managers to recognise early warning signs.
- Normalise wellbeing conversations.
- Use Occupational Health advice early — not as a last resort.
5) Inconsistent Support and Unintended Inequality
Hybrid working can unintentionally create inequality — particularly where visibility, support, or development opportunities differ between office-based and remote staff.
- Apply hybrid policies consistently.
- Support managers to manage teams fairly.
- Review arrangements regularly and invite feedback.
In Summary
Hybrid working can be highly effective — but only when risks are identified and managed early. Clear boundaries, consistent support, and proactive Occupational Health involvement help protect both people and performance.
If you’d like support with hybrid working risks, DSE assessments, or employee wellbeing plans,
contact Abel Occupational Health today