As pandemic-era benefits fade, working moms say flexibility matters more than pay
New York, United States, 12 January 2026 – For many working mothers, the challenge of balancing a career and family life has not eased with time. Instead, it has become more difficult as flexible work options quietly disappear from workplaces. While the pandemic proved that flexible work could succeed, many employers are now stepping away from it. For working moms, this shift is having serious consequences.
A recent report by Executive Moms highlights just how important flexibility is for mothers in the workforce. According to the findings, 63 percent of working mothers believe flexible work design is the one systemic change that would truly improve their lives. Even more striking, 76 percent said they value flexibility more than compensation.
Flexibility, for these women, is not about convenience. It is about survival and sustainability. The report explains that long-term retention of working mothers depends on workplace structures that support them beyond maternity leave and early transitions back to work. Without that support, many women are slowly pushed out, even after trying hard to make it work.
At the same time, flexible work is clearly declining. Research from the Institute for Economic Policy Research at Stanford University shows that global work-from-home levels dropped from an average of 1.6 days per week in 2022 to just 1.27 days in 2024 and 2025. This shift is especially hard on mothers who depend on flexible schedules to manage childcare.
Workplace pressure remains another major issue. Data from LiveCareer revealed that 93 percent of working mothers have been criticised for leaving work early or taking time off for child-related needs. An even higher number, 96 percent, reported facing pushback for consistently leaving at a fixed time due to family responsibilities.
These experiences create an environment where performance matters less than physical presence. When schedules are rigid and childcare costs remain high, career growth becomes tied to availability instead of results. Over time, this leads to stress, guilt, and burnout.
Executive Moms’ report also points out that many mothers do not leave their jobs immediately. Their exit is often gradual. They try to adjust, cope, and push through until the system becomes too heavy to carry. These outcomes are not caused by a lack of commitment or talent. They are the predictable result of workplaces that depend on personal endurance instead of long-term structural support.
Experts say the solution lies in making flexibility a permanent and clear part of work culture. This includes defining flexibility around work hours, location, pacing, and boundaries. It also means normalising flexible arrangements, such as core flex hours, without career penalties. Using asynchronous tools to track outcomes rather than time spent online can also help shift focus toward productivity.
As more mothers speak out, one message is clear. Flexible work is not a temporary benefit or a special request. It is a key factor in keeping skilled women in the workforce. Without it, many working mothers will continue to face impossible choices between career growth and family care.
