Several factors can deeply affect employees’ quality of life at work. Work-life balance, subjective well-being and job satisfaction are three of these factors and it is in the best interest of companies to handle these topics carefully. This is a sine qua non condition of the strength and the quality of relationships with employees. It is also a source of confidence for employees, especially where this is being mediated through Human Resource (HR) processes. Our article studies the quality of life at work in the particular context of an MAR healthcare pathway that exacerbates the consequences for employees. Our work with hundreds of people enduring an MAR process shows that depending on whether firms take this situation into account or not, employees will feel either well-being or ill-being and will have different burnout or job satisfaction levels. All these variables influence their commitment and job performance. These links between a healthcare pathway and quality of life at work on the one hand, and between the quality of work and performance on the other hand, should lead employers to support employees in a personal vulnerable situation. The strength and the quality of the support provided by the HR function and the management is therefore a key point in the level of confidence that exists between firms and their employees.