How flexible work has a positive impact on mental health | Wellness

While flexibility in work arrangements has been praised for allowing employees to avoid long commutes and manage work-life balance more effectively, skeptics argue that such arrangements lead to increased feelings of isolation and blurred work-life boundaries.

Research conducted by Professor Mark Ma and his graduate student Yuye Ding at the University of Pittsburgh provides actual data-based insights on whether flexibility is actually good or bad for mental health.

According to a survey published by Dialogue Health Technologies, the Canadian health and wellness virtual health care platform, 62 per cent of missed work days are taken by employees to address their mental health. The same survey finds that 36 per cent of those working remotely reported that it negatively impacted their mental health.

Similarly, the LifeWorks’ monthly Mental Health Index showed that 28 per cent of Canadians are experiencing challenges disconnecting from their jobs after regular work hours, a trend experts at LifeWorks attributed to a significant extent to remote work.

Flexible firms show lower rates of depression

However, as the University of Pittsburgh scholars point out, much of such research stems from the period of enforced social isolation due to the COVID-19 pandemic.

It’s very likely that the loneliness and isolation identified previously with remote work decreased — or in some cases, completely disappeared — once people started going out and meeting with friends and family, and engaging in various social, civic, and community activities.

Moreover, prior studies relied on survey data of self-reported mental health, as opposed to mental health risk measured based on professional assessments.

The University of Pittsburgh study instead drew on state-level depression and suicide risk data from Mental Health America, which collects data from over five million mental health screens taken by U.S. users at MHAScreening.org. No doubt, Canadian findings would be similar. The University of Pittsburgh scholars also used data on the percentage of firms that offer workplace flexibility in each state during 2023 from the Scoop Flex Index Report.

Combining these two sources, the new study from the University of Pittsburgh reveals significant findings for 2023, the first year we can truly say the pandemic was largely over: states with a higher percentage of flexible firms show considerably lower rates of depression.

The correlation is robust, with depression rates in states with a higher degree of flexibility showing a negative correlation coefficient to depression , suggesting a strong inverse relationship. In other words, this data compellingly argues that having greater flexibility strongly facilitates mental wellness.

They also separated states into three groups, ones with high, median, or low levels of flexibility, respectively. They found that states with high or median flexibility levels had 3-4% lower depression rates than those with low flexibility in 2023.

Autonomy fosters feelings of ownership and responsibility

While the study establishes a clear correlation, it’s important to explore the possible mechanisms through which workplace flexibility improves mental health. One possibility is reduced stress, since flexible work arrangements help alleviate stress associated with commuting, rigid schedules and work-life imbalance. This allows employees to better manage their time, responsibilities and personal needs, leading to reduced stress levels and improved mental well-being.

Another positive factor for well-being involves increased autonomy and control. This autonomy fosters feelings of ownership and responsibility, leading to increased job satisfaction and reduced stress.

The ability to adjust work schedules and locations allows employees to better integrate their professional and personal lives, facilitating work-life balance. This leads to improved satisfaction with both work and personal life, contributing to overall well-being.

Finally, flexible work arrangements help those with mental health challenges, creating a more supportive work environment. Employees feel more comfortable seeking help and taking time for self-care without fear of judgment or repercussions.

As we continue to navigate this new normal, the insights provided by such research are invaluable.

They not only help in shaping policies that are in tune with contemporary work-life dynamics but also ensure that these policies contribute positively to the mental health of the workforce.