Abstract Employee performance is a critical factor in organisational success and as organisations grapple with increasing competition and changing consumer demands, they are looking to hybrid work to help mitigate the effects of declining task performance, reducing contextual performance, poor adaptive performance and low employee engagement. This study aimed to determine the effect of hybrid work systems on employee performance of selected fast moving consumer goods (FMCG) companies in Lagos State, Nigeria. The study adopted survey research design using a well-structured survey questionnaire with modified six-point Likert type scale. The sample size of 375 managers was determined using Raosoft sample size calculator while simple random and proportionate sampling techniques were utilized to identify eligible managers and was taken through pre-diagnostic tests for normality (skewness and kurtosis), linearity (Pearson correlation coefficient), homoscedasticity (Bartlet’s test) and multicollinearity (VIF). Data collected were analysed using descriptive and inferential statistics and multiple and hierarchical regression analysis were conducted to test the seven hypotheses. The results showed that hybrid work systems had positive significant effect on employee performance. On the moderation effect of work environment and organisation support on the relationship between hybrid work systems and employee performance, the results showed negative but statistically significant effect. However, when the two moderating variables were combined, the beta coefficient of work environment and organisation support were positive and statistically significant meaning that work environment and organisation support both moderate the relationship between hybrid work systems and employee performance. The study outcomes reinforced the need for organisations to embrace hybrid work dimensions of flexibility, employee experience and work enablers to boost the performance of their employees. The study recommended that FMCG organisations should prioritize true flexibility, ensure positive remote experiences for their employees and invest in remote work enablers to boost employee performance. KEYWORDS: Hybrid work, Employee performance, Task performance, Contextual performance, Adaptive performance, Employee engagement, Work environment, Organisation support