The rapid adoption of work-from-home and hybrid work arrangements has fundamentally transformed the relationship between employers and employees in India. While these flexible work models have enabled businesses to maintain continuity, reduce operational costs, and enhance workforce productivity, they have also exposed significant gaps in the existing legal framework. Indian labour legislation was primarily designed to regulate conventional workplaces and direct employer supervision, and therefore does not comprehensively address legal issues arising from decentralised digital employment. Although the four Labour Codes have now been made effective from 21 November 2025, they do not specifically define or regulate hybrid work as a distinct employment model. Questions relating to working hours, employee privacy, occupational safety in home-based workspaces, employer liability for remote work injuries, digital surveillance, data protection, performance monitoring, cybersecurity, and contractual obligations continue to evolve without a dedicated statutory framework. This paper undertakes a doctrinal analysis of the legal implications of hybrid work from a Business Law perspective. It critically examines the applicability of the labour codes, employment laws, contractual principles, information technology law, and data protection framework to remote and hybrid work environments. The discussion also considers the Digital Personal Data Protection Rules, 2025, which operationalise the DPDP Act, 2023 and are directly relevant to employee monitoring, digital attendance, and processing of workplace data. The study further analyses international approaches towards regulating flexible work arrangements to identify practices that may be adapted within the Indian context. The paper argues that India requires a modern and integrated legal framework that balances corporate flexibility with employee welfare, privacy, legal certainty, and regulatory compliance. It concludes by proposing statutory definitions, model hybrid work policies, clearer occupational safety standards, proportionate monitoring safeguards, and business-oriented compliance mechanisms for the digital workplace.