The COVID-19 pandemic accelerated the shift to remote work, prompting interest in its impact on employee well-being. This study investigates this relationship, focusing on the moderating role of manager support. Remote work offers autonomy but can lead to isolation and blurred work-life boundaries. Manager support mitigates these negative effects by fostering communication and promoting work-life balance. The study proposes a moderated mediation model, hypothesizing a negative association between remote work and well-being (H1) and suggesting that manager support moderates this relationship (H2).Quantitative research using survey methodology will collect data from remote workers. Validated scales will measure remote work arrangement, manager support, and employee well-being. Exploratory Factor Analysis (EFA) will examine the underlying structure of the variables. EFA results demonstrate strong relationships within each construct, supported by significant KMO values and Bartlett's Test of Sphericity. High factor loadings and explained variances indicate the adequacy of the measurement scales. The EFA findings provide robust support for the validity and reliability of the measurement scales, laying the groundwork for further quantitative analysis. Understanding the relationships between remote work, manager support, and employee well-being is crucial for enhancing well-being in remote work environments.