The COVID-19 pandemic and the shift to remote and hybrid work arrangements have highlighted the importance of managing boundaries between work and non-work. The blurring of these boundaries, facilitated by remote work and technology, can lead to emotional, psychological, cognitive, and physical strains for individuals, and impair work performance. Research shows that employees’ preferences for segmenting or integrating work and home roles influence the effectiveness of the boundary management strategies they use. Segmentation preferences can enhance positive outcomes such as detachment, productivity, and wellbeing, while integration preferences can lead to exhaustion and work-life conflict. As many organizations transition to hybrid work models, further research is needed to inform policies and practices to better consider the impact of work contexts and cultures. Insight is also needed into how factors such as organizational policies, culture, supervisor behaviour, gender, personality traits, coping strategies, and social support, interact to influence work-life outcomes. It is also crucial to ensure that evidence-informed interventions are implemented at the individual, organizational, and societal levels, to support effective boundary management and improve work-life balance for all employees, regardless of caring responsibility or life stage.