For working mothers, the pandemic's flexibility is fading away

• Key Insight: Learn why flexibility rollbacks are becoming a hidden liability for working mothers' advancement.
• What's at Stake: Talent retention, productivity, and gender-equity metrics hinge on employer flexibility decisions.
• Forward Look: Expect intensified flexibility negotiations as return-to-office mandates and policies spread.
• Source: Bullets generated by AI with editorial review

The flexible work arrangements that became a norm for many employees during the pandemic are growing increasingly fragile, making it difficult for working mothers to thrive. 

The new Fight for Flexibility report from LiveCareer revealed that despite years of corporate messaging around inclusion and work-life balance, flexibility is still inconsistently applied. LiveCareer surveyed 1,000 working mothers in the U.S. and found that parenthood continues to be treated as a professional liability. 

Instead of focusing on long-term growth, women are forced to downplay their identities, overperform to counter bias and make career decisions that are driven by childcare constraints. In the survey, 93% of women reported that they have been criticized for taking time off or leaving working early for child-related needs.

Another 96% say they have faced pushback for consistently leaving work at a set time due to child-related responsibilities. Fifty-five percent have reduced hours or switched jobs due to childcare costs, while 36% have left the workforce entirely. 

Read more: Working moms share their favorite employee benefits

"I think that working moms have unfortunately not been taken care of in the right way," says Jasmine Escalera, career expert for LiveCareer. "This is a pervasive issue that has been going on for a very long time."

When working moms don't get the support they need from their employers, it becomes harder for them to climb the ladder at work and their careers can stall. 

"We're talking about individuals and women who are experiencing a higher level of burnout and stress," Escalera says. "That burnout and stress is not just affecting them outside of work and in their caregiving responsibilities, but also at work, decreasing productivity and making them not as available, even for their work goals."

A challenging year ahead for workers

The LiveCareer report also highlights the impact of return-to-office mandates on the workforce at-large — employees are increasingly forced into a defensive posture, fighting to preserve flexibility rather than expand it.

Even as companies scale back remote options, workplace flexibility remains as highly valued as compensation among workers.

In the survey, two-thirds of workers say they would not give up remote or hybrid work in exchange for a 15% pay raise. Sixty-seven percent believe a four-day workweek would make them more productive, while 35% say they would trade remote work for a four-day workweek.

"2026 is probably going to be a really challenging year for career professionals," Escalera says. "Career professionals feel as though they have to stay put and are looking for more stability over changing anything up. That seems to be giving companies and employers more control in this process." 

Read more: Are remote, hybrid or on-site employees happier?

Many workers are also being asked to take on additional responsibilities, the report revealed, and that is fueling burnout and disrupting work-life balance. In the survey, 77% of employees say they take on additional responsibilities weekly or daily, and only 11% say they negotiate or set boundaries to say no. 

Additionally, 56% feel pressured and agree reluctantly to additional tasks, while 40% experience strained relationships with supervisors as a result of taking on extra work.

"When it comes to burnout, one of the best things to do is have conversations about it," Escalera says. "A lot of career professionals are getting their advice outside of their company, and the reason why is because their company isn't having those conversations."

Escalera encouraged HR leaders to take the temperature of their employees and gauge where they are in terms of career satisfaction, compensation, career mobility and PTO. 

"What that will do is not just make employees happier, but also increase and boost productivity, innovation and creativity, and create a company culture where people want to stay," Escalera says.