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The purpose of this study is to investigate the effectiveness of transformational leadership (TFL) for employee well-being when working from home (WFH) and under the light of stressors coming from the use of information and communication technologies (ICTs).

Moderation analyses were conducted with a sample of 763 employees who work at least one day a week from home.

The results suggest that TFL still has a positive effect on employee well-being during WFH, but that its effectiveness decreases when certain ICT demands that inhibit communication occur. Contrary to our expectations, constant availability did not weaken the effects of TFL.

Leaders must be aware of the influence of ICT demands on their leadership effectiveness and take countermeasures to increase effective communication and decrease the occurrence of ICT demands.

Current literature on TFL was enhanced by examining its effectiveness in a WFH context and providing important insights into the challenges of remote work for leadership and employee well-being.

Drawing upon the job-demands resources and the job demands-control-support model, the authors examined the buffering effect of health-oriented leadership (HoL) in terms of staff care on the relationship between job demands and employee health and job satisfaction.

Cross-sectional data from two studies (N1 = 314 and N2 = 260) were analyzed using moderation analyses.

Study 1 showed that staff care mitigates the effect of job demands on strain and health complaints. Study 2 found that staff care also buffered the effect of job demands on general health and job satisfaction.

Particularly under high job demands, staff care is an important resource for employees' health and satisfaction. Organizations should promote leaders' staff care.

Findings provide further evidence for the beneficial role of leaders in terms of HoL.