The purpose of this research is to investigate the influence of remote work on employees’ sense of belonging to the organization they work in. The study explores several aspects of remote work and organizational belonging to understand what lies beneath. To reach saturated findings we conducted a qualitative study. The method that this research applies, follows a grounded theory approach which is operated through a combination of an inductive and abductive method for developing theory. The research applicants were located in the Netherlands and Sweden with the context being given as post-COVID-19, with relation to COVID-19. The study has a total of 10 participants, all who were asked identical interview questions. The questions were designed for employees in organizations to capture their insights and recommendations on the effects of remote work on organizational belonging. Our key findings suggest that communication, managerial support, and organizational initiatives are significant in fostering organizational belonging for employees. The implications touch on managers’ responsibility and highlight their ability to promote unity, collaboration, and work-life balance for employees. The conclusion incorporates the findings to give a concise presentation of the importance of remote work dynamics, the effect of remote work on organizational belonging, and lastly, the participant’s recommendation of approaches to enhance employee sense of organizational belonging. The study contributes to understanding the complexities around remote work and its implications for organizational facility and practice, employee well-being and produced efficiency.