Developing technology causes digital transformations in the field of human resources as in many fields. Thus, although there are differences from sector to sector or between departments of enterprises, “hybrid working models” are applied to employees in enterprises, especially after the pandemic. In this context, the duties and responsibilities of human resources have changed, and new tasks such as training employees on remote working, improving legal regulations and assuming guidance role in establishing work-family balance have been added. With remote/hybrid working, the personnel costs of enterprises, the time employees spend on the road have decreased and the time they spend at home has increased. However, the extent to which the time spent at home is actively allocated to family members is still a matter of debate. The prolonged working hours of individuals who work from home, the fact that they are seen as people who can be reached twenty-four hours a day, and the continuation of expectations, especially for female employees, to continue their domestic responsibilities while working from home, such as caring for the elderly or children, and continuing housework, have an impact on productivity. While it is thought that individuals with high productivity may have more difficulty in establishing a work-life balance, this balance is thought to increase for individuals with average or below-average productivity. This section aims to reveal the impact of hybrid working on employees' productivity and work-life balance.