Digitalization of work and the impact on the biopsychosocial health of the most vulnerable groups

It is relevant to examine the relationships between work modalities, such as remote, hybrid, and entirely in-person, and various aspects, such as work environment quality, leadership dynamics, colleague interactions, productivity, mental health, lifestyle habits, work-life balance, and organizational trust.The main objectives are to characterise the types of work formats (hybrid, total face-to-face, and remote work) from an organisational, interpersonal, and individual perspective and to characterise the psychosocial environment and the psychosocial risks associated with these three work formats. The study involved a total of 8,387 participants, of whom 66.5% are female ( n = 5462) and 33.5% are male ( n = 2748), aged between 18 and 78 ( M = 44.43, SD = 10.80). Regarding remote work, 71.5% of the participants are in total presential work (n = 5966), 16.3% are in a hybrid situation ( n = 1362), and 12.2% are working remotely (n = 1020). The Healthy Workplaces Ecosystems Tool (EATS) was used. In general, the hybrid work format and remote work are often associated with a more positive perception of the work environment and the adoption of a healthier lifestyle. Professionals who work remotely tend to have a better perception of their work environment, greater satisfaction with their pay, a healthier diet, and more physical activity. However, it is also these workers who show higher consumption of tobacco, alcohol, and substances and more screen time. Professionals in a hybrid work format have a more positive perception of health and a lower impact of chronic illness. However, they show greater presentism and higher stress levels. Professionals working face-to-face reported higher levels of burnout, greater absenteeism, m and a perception of a less healthy working environment in all its dimensions. We found that some factors that explain the psychosocial environment and psychosocial risks at work are similar in the different formats, such as the relevance of age and the dimenions of the work environment associated with leadership commitment, but specificities are also identified for each of the work formats. Workplace health promotion must, therefore, extend beyond reactive measures to incorporate proactive, system-level interventions that enhance organizational culture, support autonomy, and promote equitable access to health. In this context, occupational health policies should align with the principles of the World Health Organization’s Healthy Workplaces Model, emphasizing the interconnectedness of physical, psychosocial, and organizational dimensions of work. By integrating these principles into organizational structures and practices, employers can sustainably enhance employee well-being, productivity, and resilience in an evolving work environment.