Mandatory teleworking has become a major tool of public authorities for mitigating the spread of COVID-19 when work activity allows it. A lexical and morphosyntactic analysis was performed with 22 employees interviewed at home by phone on two occasions during and after a national lockdown (April 2020 and March 2021). The results indicate that the organizational changes initially implemented became sustainable and highlight a change in work practices. Changes in working time structure were observed and led to a feeling of intensification and/or increase in working hours. The preservation of the professional bond through informal exchanges required a deliberate communicative effort. The lack of face-to-face social relations deprived employees of both their usual ways of working and the meaning they found in them. Finally, the continuation of the health crisis (phase 2) and the multiple reorganizations generated a decrease in wellbeing (mental wear and tear). Employees feared that the company’s management would retain a working model based mainly on remote working.