Remote work makes it three times harder for managers to support struggling employees

PurposeThis study explores the importance of contextual and individual factors for managers' support to employees with common mental disorders (CMD) during the COVID-19 pandemic.Design/methodology/approachA web survey was sent to 5,646 Swedish private sector managers. Logistic regression was used to analyse data from 1,136 managers who had at least one subordinate with CMD in the last year.FindingsFinding it harder to support employees with CMD during the pandemic was strongly associated with pandemic-driven changes in the work organization. Managers who had less contact with subordinates were three times more likely to report difficulties. Managers whose subordinates worked from home were also more likely to report this, and the odds increased with a greater extent of remote work. Standard organizational factors and manager characteristics were less important.Practical implicationsRegardless of worksite, but particularly when working from home, it is essential that managers stay in touch with their employees. Managers are advised to prioritize regular face-to-face meetings (physical or digital) with employees. Employers should provide adequate digital communication tools and training, as well as manager training on mental health and remote work best practices.Originality/valueThe study addresses two major labour market trends: increases in CMD and remote work. It shows that how work is organized significantly affects managers' ability to support employees with CMD. By doing so, it expands the limited understanding of how workplace context influences leadership and offers insights into managing CMD in both traditional and remote work settings.