Return-to-office policies are becoming an even greater burden for working mothers, pushing many to reevaluate their place in the workforce. Julie Vogtman, the senior director of job quality at the National Women’s Law Center, reports a troubling trend: a growing number of moms are leaving their jobs as companies mandate more on-site work.
Last year, U.S. families experienced exorbitant childcare expenses. They pay 20-40% of their income on full-day care for all three children. The annual cost of this type of childcare is between $6,552 and $15,600. For millions of American working mothers, these growing financial pressures meet with strict workplace expectations, making their lives that much more difficult. As of the second quarter of this year, 24% of Fortune 500 companies had returned their employees to a full-time, on-site work schedule. By the end of 2024, 13% of these companies will have required in-person attendance full-time and in-office.
Julie Vogtman shows how mothers bear particular burdens when they work in-person, especially in industries such as retail and food service. For many of these occupations, remote work doesn’t exist, exacerbating their situations even further. She highlights that employers requiring three, four, or even five days a week in the office can significantly hinder a mother’s ability to manage childcare responsibilities.
“We’re seeing employers demand that people in white-collar jobs who started working remotely during the pandemic return to the office three or four or even five days a week, and this can certainly make it harder to manage childcare,” – Julie Vogtman.
With the current state of childcare, it is clear that women have traditionally shouldered the bulk of this work. Consequently, they are impacted more severely by return-to-office policies than men. Vogtman points out that the problem goes deeper than just watching kids while parents work.
“This isn’t just about watching children during work hours,” – Julie Vogtman.
The financial implications are significant. For families, those costs are a huge burden for half-day of care, consuming 8.1% to 9.4% of their annual median household income. This amounts to a yearly expense of $5,943 to $9,211. These costs can represent a triple whammy for families. As a result, mothers have to make difficult decisions between their professional responsibilities and personal lives.
Increasing productivity, lowering turnover Vogtman argues that by meeting workers’ needs for a better work-life balance, companies could both improve employees’ morale and increase productivity. Yet, she emphasizes, this support is not something often seen from employers.
“When that flexibility disappears, they can find that they need to choose between work and family instead of having the option to do both,” – Julie Vogtman.
