Schedule flexibility may be key in keeping mothers in the workforce

A new study of 213 U.S. working mothers who either remained in or left full‑time employment after becoming parents finds that control over work schedules may matter more than the ability to work remotely. Researchers, led by Andreassi, report that mothers who can decide when they work are more likely to stay with their employers, especially when senior leaders visibly endorse and model work‑life balance. The survey highlights that merely offering flexible policies is insufficient; active leadership support drives utilization of those benefits and improves retention among working mothers.

The findings challenge the prevailing assumption that remote work is the top priority for parent employees. Contextual data from a 2025 Motherly and University of Phoenix report shows that half of “sandwich‑generation” mothers—those caring for both children and adult dependents—have left jobs due to caregiving duties, and two‑thirds say their employers lack adequate benefits for adult caregiving, with 68 % citing insufficient child‑care support. A separate Zety survey of Generation X workers reveals that 22 % spend more than 16 hours weekly on caregiving, and 44 % struggle to stay focused at work, underscoring the broader pressures that schedule flexibility could alleviate.

The research suggests employers should move beyond policy checklists to cultivate a culture where flexibility is actively encouraged and without career penalty. By granting greater control over when work is performed and ensuring leaders champion such practices, organizations can better retain talented mothers who might otherwise exit the labor force. This shift could address the attrition highlighted in the sandwich‑generation studies and improve overall productivity, as more caregivers would be able to balance work responsibilities with family obligations.

⚡ Effects Interpreter