Remote and hybrid work arrangements may be contributing to a rise in mental distress, particularly for individuals who live alone, according to a study published in the journal Science and announced on June 10. The research examined pre- and post-pandemic data comparing remote and non-remote jobs, finding that people in remote roles had fewer social interactions both during and outside of work, which correlated with higher levels of psychological distress.
The study analyzed responses from 588,322 participants across five U.S. surveys conducted between 2011 and 2024. Researchers excluded data from the peak pandemic years of 2020-2021. They used the Dingel-Neiman index to classify jobs by their potential for remote work and calculated Kessler (K-6) scores to measure generalized psychological distress.
Results showed that employees in remote occupations spent about one-third of their workdays entirely at home, with an average increase of 1.2 hours per day working alone compared to non-remote workers. The share of people experiencing no human contact during a day rose by about one percentage point overall but was more pronounced among those living alone; this group saw an increase of seven percentage points in spending entire days without company.
Researchers linked approximately one-third of the observed increase in mental distress since the pandemic to remote work practices. They found that workers who lived alone were especially affected, experiencing nearly double the increase in psychological distress compared with those living with others. Additional measures such as use of mental healthcare services or antidepressant medication supported these findings.
The study noted that while flexible arrangements can eliminate commuting time, they may also reduce small daily interactions—such as greeting coworkers or casual exchanges—that support emotional well-being. The authors acknowledged limitations including a focus on U.S.-based respondents, inability to distinguish fully between hybrid and fully remote roles, and reliance on occupation-level rather than individual-level changes.
Researchers suggested that employers and policymakers consider strategies for increasing social interaction among remote workers as companies continue adopting flexible workplace models.
