The role of line managers in acknowledging and addressing employee circumstances has been a consistent theme in HR literature. This role became especially salient during the COVID-19 pandemic, when lockdowns shifted office-based work to home-centred arrangements. Under these crisis conditions, line managers were expected to manage and support employees remotely, while addressing a wide range of individual circumstances. Drawing on a qualitative study of 31 line managers and 13 employees working remotely during the lockdowns, we explored which employee circumstances demanded particular attention in this context. Adopting an ethics of care perspective, we outline five strategies that line managers employed to maintain employee well-being and performance across a diverse range of individual circumstances. Our findings underscore the pivotal contribution of line managers to shaping remote work experiences and offer insights for future research and practice on employee support mechanisms that promote inclusive and responsive remote work environments.
