Technological advancements have rendered emotional experiences in the workplace increasingly complex. In particular, the remote work environment shaped by the COVID-19 pandemic has required employees to engage in continuous adaptation and emotional resilience. While workers are expected to maintain a consistently professional appearance, respond rapidly, and display positivity, they must simultaneously convey empathy, engagement, and enthusiasm through virtual platforms—often in the absence of the bodily cues and immediate feedback characteristic of face-to-face interaction. This lack of embodied communication complicates the performance of emotional labor and adds a new layer of complexity to workplace emotional processes. The expectations of constant digital visibility and participation lead employees to rely more frequently on surface acting strategies in virtual settings, while in certain contexts deep acting becomes necessary to sustain relationships and preserve professional identity. Against this backdrop, this chapter examines the transformation of emotional labor in the context of a digitalized working life and proposes the concept of “Emotional Labor 2.0” as a conceptual framework. This study examines the transformation of emotional labor in the context of a digitalized working life by proposing the concept of “Emotional Labor 2.0” as a conceptual framework. It aims to discuss the contribution of this concept to the existing literature and to offer theoretical and managerial implications regarding how emotional labor should be reconsidered within digital work contexts.