Work-related well-being across the lifespan is influenced by both work conditions and emotion regulation strategies. The aim of this dissertation is to look at why people regulate their emotions at work, how age and work conditions influence the use of emotion regulation strategies at work, and how regulatory strategies influence well-being and adjustment to stressors. A key finding of the dissertation is that emotion regulation strategy use at work is contingent on three factors: First, certain emotion regulation strategies are underpinned by daily communion motives (getting along with others). These motives may be influenced by age and career stage. Second, regulatory strategies are predicted by the work context, in that motivating jobs promote the use of emotion regulation strategies that are favorable to well-being, and taxing jobs promote the use of emotion regulation strategies that are unfavorable to well-being. However, older workers show more stable use of regulatory strategies across work conditions compared to younger workers. Third, regulatory strategies are predicted by the age of the worker, in that relatively older workers use more favorable emotion regulation strategies than younger workers. The dissertation also shows that habitual regulatory strategies may influence the trajectory of perceived job insecurity in the context of extraordinary career shocks (as was the case during the COVID-19 pandemic), which shows that strategy choice may influence the way people adjust to stressors. In sum, the findings of this dissertation suggest that situational factors, such as work conditions and daily motives, and individual factors, such as age, are likely to predict which strategies people use at work. These strategies, in turn, may influence work-related well-being and the way people experience stressors over time.