The goal of this study is to better understand the predictors of employee well-being in in-person and virtual workspaces by looking at the factors of social connectedness, work-life balance, and work autonomy. This fits into psychological and sociological literature on Industry 4.0, workplace well-being, and the social determinants of mental health. This cross-sectional survey study used convenience sampling methods to gather information from 80 participants, and used Stata to analyze through multiple regression, t-tests, and correlations. It was found that for the sample of mostly white women (87.3% white, 80% women), well-being is higher in those working virtually (t = 2.60, p = 0.011), and that this effect is mediated by work-life balance (z = 3.89, p = 0.000) and autonomy (z = 4.64, p = 0.000). Working mostly virtually improves both work-life balance (t = -3.84, p = 0.000) and autonomy (t = -4.58, p = 0.000), and those factors in turn increase well-being (work-life balance: p = 0.000; autonomy: p = 0.007). There is no difference in social connectedness based on work format (t = 0.04, p = 0.968); however, higher levels of social connectedness also predicted higher levels of well-being (p = 0.004). These findings demonstrate that to increase employees’ well-being, especially for their white female employees, workplaces should focus on improving social connectedness, work-life balance, and autonomy. If they’re in-person workplaces, they should especially focus on work-life balance and autonomy, since in- person workplaces tend to fall shorter in those areas than virtual workplaces.