A quick summary:
As companies double down on return-to-office (RTO) mandates, the conversation often focuses on productivity, culture, and collaboration. What’s missing is a serious discussion about how these policies disproportionately harm women, particularly those balancing caregiving responsibilities or managing chronic illnesses. The push to bring employees back to the office isn’t just a logistical shift - it’s a regression in workplace equality.
Flexibility Is a Women’s Issue
The data is clear: women are more likely than men to request flexible working arrangements specifically to manage childcare. A study published in Social Sciences revealed that during the COVID-19 pandemic lockdown, female caregivers dedicated significantly more time to caregiving than their male counterparts. Specifically, women spent an average of 43.24% of their day on caregiving, while men spent just 26.79%. When companies enforce RTO policies that limit flexibility, women are forced into an impossible dilemma: return to the office, adding even more strain to an already overwhelming workload, or stay at home and risk career stagnation due to reduced visibility and fewer networking opportunities.
Research has shown that promotions and leadership opportunities often favor those who are physically present in the office. When women - especially mothers - opt for remote or hybrid work due to caregiving responsibilities, they are less likely to be considered for career advancement. The return-to-office movement, framed as a return to normal, is in fact reinforcing outdated workplace biases that penalise women for responsibilities they are statistically more likely to shoulder.
Chronic Illness and the Workplace
Beyond caregiving, there’s another often overlooked reason why remote work is essential for many women: health. Women are disproportionately affected by chronic illnesses such as autoimmune diseases, endometriosis, and migraines. The flexibility of remote work has been a game-changer for those managing unpredictable symptoms, specialist appointments, and treatment schedules. Forcing women back into rigid office structures not only disregards their wellbeing but actively creates a workplace that is inhospitable to those with long-term health conditions.
Work-from-home options empower employees to manage their health without sacrificing productivity. Yet, with RTO mandates, many women with chronic illnesses face a lose-lose situation: struggle through worsening symptoms in an office environment or risk being perceived as less committed to their roles.
The Unseen Toll of Unpaid Labor
Women already perform a disproportionate amount of unpaid labor, from childcare to elder care to household management. According to ONS data, women in the 36-45 age group spend an average of 34 hours per week on unpaid work - nearly the equivalent of a second full-time job. However, women in the 26 to 35 age group deliver the most unpaid work of any other age category, putting in 34.60 mean hours of unpaid work a week. This starkly highlights the heavy load women carry, particularly during the most demanding years of both their careers and personal lives.
RTO policies ignore this reality. By stripping away flexibility, they force women to squeeze office hours into already overloaded schedules, exacerbating stress and burnout. In contrast, remote work enables better work-life integration, allowing women to meet both professional and personal responsibilities without being penalised.
The Need for a Shift in the Workplace Model
Organisations must acknowledge that the traditional office model was never built with women - especially caregivers and those with health conditions - in mind. Instead of enforcing one-size-fits-all RTO policies, companies should be championing workplace structures that support all employees equitably. Investing in mental health resources, coaching, fertility support, and workplace flexibility is a necessity for true gender equity in the workplace. Businesses that recognise this will not only retain top talent but also foster a healthier, more inclusive workforce.
The workplace is at a crossroads. Companies can either move forward, embracing the progress made in flexible work arrangements, or regress, reinforcing outdated structures that disadvantage half the workforce. The choice should be clear.
Supporting Employees Through Flexibility and Wellness
Heka offers a proactive solution by helping organisations create an inclusive environment where employees can thrive both personally and professionally. By addressing the specific needs of caregivers, those managing chronic illnesses, and supporting work-life balance, Heka empowers employees to take control of their health and well-being without compromising their career growth. Personalised benefits boost employee morale and retention and fosters a culture of equality, where all workers are equipped with the support they need to succeed.
It’s time to rethink employee wellbeing. Let Heka guide you.
