For a while, having it all seemed almost possible.
The spread of the COVID-19 virus introduced a new period of adaptable working hours andremote and flexible work models offsite and blended employment setups distance and part-time work configurations telecommuting and mixed work environments home-based and combined work structures virtual and partial in-office work arrangements distributed and hybrid professional setups remote access and collaborative work methods flexible location and team-based employment online and on-site work combinations. More women – particularly mothers with young children – discovered they could manage full-time employment alongside their household duties, and fewer left the workforce to look after children and family members.
In 2025, over 455,000 women exited the workforce. Currently, a nationwide survey sheds light on the reasons behind this choice for many women.
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Almost half of the women whovoluntarily leftthey mentioned they did it because of theircaregiving responsibilitiesand the expensive and scarce nature of child care, as reported by a survey conducted by the women's advocacy organization Catalyst.
Forced into 'impossible decisions'
Sheila Brassel, a research director at Catalyst, stated that women's involvement in the workforce has started to decline due toincreasing rigidity in the work environment is becoming more apparent.
More businesses are reducing flexible work arrangements and requiring staff to return to the officereturn to the officePart-time or full-time roles that push women into challenging circumstances. According to the Catalyst survey, over a third of women who chose to leave their jobs mentioned they were in positions that lacked flexibility.
These females are not leaving their positions due to themlack ambition, Brassel said, yet they have no alternatives.
"Our data clearly indicates that women are not stepping back or leaving their careers. What we are actually witnessing is a structural problem. Without the necessary support systems to manage these caregiving duties and inflexible, strict work hours, women are forced to make difficult choices," she said to USA TODAY.
Stepping away from the workforce, even temporarily, is a challenging choice that can impact women's professional paths and their highest earning years, according to Brassel. However, women often face a conflict "between someone who depends on you for their care and welfare and being able to be present at work."
'Sandwich generation' at risk
Although studies indicate that the majority of duties are shouldered by women, providing care is not solely a woman's issue.
America is experiencing a quick increase in its aging population, with more Americans becoming part of the "sandwich generationby taking care of both children and parents at the same time.
A Harvard Business School studyfound that three out of four employees have some form ofcaregiving responsibility. Approximately a third had chosen to leave a job during their career due to it, with a higher proportion of senior-level employees doing the same.
More businesses are offering paid family care leave, allowing workers to support an elderly parent, a relative with a critical health condition, or a close person recuperating from surgery or a hospital stay, as reported by Sparrow, a company that manages leave policies. Furthermore, 14 states now providepaid parental leave insurance schemes that cover family caregiving.
The proportion of leave claims related to caregiving rose from 2.4% in 2020 to 6% in 2025 – a 150% rise. The average duration of these leaves has almost quadrupled.
"This implies that workers are now handling longer-term care responsibilities — precisely the situations that, in the absence of adequate leave provisions, can lead skilled employees to experience ongoing stress and burnout, or even cause them to leave their jobs," Sparrow stated in a recent report about employee leave.
However, for numerous organizations, providing care continues to be an overlooked area. According to a study from the Harvard Business School, over half of employers do not monitor information regarding their employees' caregiving roles.
What actions can employers take immediately to support caregivers
Employers must act swiftly to assist their staff, particularly women, who constitute half of the workforce, according to Brassel.
"There is a growing trend towards returning to conventional 9-5 office work, which is expected to lead to a revival of the challenges women encounter while managing caregiving responsibilities and their professional lives, potentially forcing women to step away from their jobs," she stated. Brassel suggests implementing flexible working hours to ensure employees are not forced to make a choice between family care and their job.
She mentioned that additional policies which ease the burden of caregiving for employees – like paid emergency leave, financial assistance, and in-house childcare – may improve employee retention.
She also advocates for routine audits to guarantee equitable compensation and opportunities for advancement for women. According to the Catalyst survey, almost one in five women who chose to leave their jobs indicated that salary played a role in their decision to exit the workforce.
This piece was first published on USA TODAY:They maintained a balance between life and work. More women are now leaving their jobs. Here's the reason.
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