As a result, to the pandemic, several organizations moved their operations from working in the workspace to working from home. This change came with its one challenges but also new and innovative ways to teleworking. The current study addresses the role of leadership support and recognition as a mediator in the relationship between employee’s work requirement and their deteriorating work performance. The study also addresses the moderating role of employees’ mental health. Based on a survey of 888 individuals working from home, we reveal a moderated mediation relationship between employees’ work requirement, and deteriorating work performance. The findings hold important implications for those currently working hybrid and most specially for supervisors managing such individuals.