As we step into the new year and adjust to our regular routines, a common topic of conversation among our peers is the return-to-office trend. In line with the 2024 shift, many employers are pushing for employees to return to physical workplaces after several years of remote work. A significant number of tech giants, such as Amazon, Wipro, and TCS, have mandated office attendance. Amazon has completely removed its work-from-home policy for corporate employees, while Wipro now requires staff to be in the office three days a week, enforcing penalties like leave deductions for non-compliance.

For parents, caregivers, and especially working mothers, who already face the daily challenge of balancing their professional and personal lives, rigid office policies only add more stress and negatively impact their mental health. One of the few positive aspects of the workplace upheaval over the past few years has been the flexibility that has benefited many women, particularly those who were previously hindered by strict office cultures.

Flexible work arrangements were a game-changer during the pandemic, and taking this flexibility away from women could undo much of the progress made toward workplace equality and the increased participation of women in the workforce. Return-to-office mandates could significantly disrupt the career trajectories of women in their 30s and 40s, a critical period when many are poised to step into leadership roles. This stage in their careers often coincides with decisions about starting or expanding their families. Flexible work options have allowed these women to balance their professional goals with family responsibilities.

For many working women, finding the balance between work and personal life feels like an ongoing battle, with both demands pulling them in opposite directions. Consider a woman thriving in a hybrid role, managing teams while embracing new motherhood, only to face the challenge of a five-day, in-office work requirement. The logistical burden of maintaining such a schedule may eventually become unsustainable, forcing her to step back from a promising career path.

When this scenario is magnified across thousands of women, it signals a significant loss of future female leaders in the workforce. A recent Avtar survey shows that Indian women hold only 19% of C-suite positions, compared to the global average of 30%. This highlights the need for systemic changes in both government and company policies to address this imbalance.

The impact of return-to-office mandates goes beyond childcare for working mothers as the disproportionate burden of household management also falls on them. A 2023 Pew Research Centre study found that even in households where both parents contribute equally to the family income, women still take on most child-related and household tasks. While the flexibility of remote work enables women to handle domestic chores like elder care, laundry, meal preparations, and home maintenance, these responsibilities often take a backseat when work hours become rigid. In a country like India, where traffic congestion is a daily challenge, the strain of long commutes further intensifies this issue. Without adequate societal support, women are forced to make difficult choices, such as taking lower-paying, part-time, or less secure jobs, which only widens the gender employment gap.

Research consistently shows that happier employees are more creative, productive, loyal, healthy, and resilient—whether in the office or remotely. According to the IWG’s Empowering Women in the Hybrid Workplace report, 53% of female workers believe that hybrid work has empowered them to apply for more senior roles within their organizations. In fact, companies that insist on a full return to the office have seen an increase in disability and caregiving leave requests as employees try to maintain flexibility. Hybrid work models, supported by local, flexible workspaces, play a crucial role in addressing gender imbalances. For many women, remote work isn’t just about making life easier—it’s simply about making staying in the workforce feasible.

The shift towards rigid return-to-office policies presents significant challenges for working women, particularly those balancing careers with family responsibilities. The flexibility that remote and hybrid work arrangements offer has proven critical in fostering greater workplace equality, enabling women to pursue career growth while managing their personal lives. Remote work isn’t just about convenience—it’s about creating a more equitable workplace where women don’t have to choose between their careers and their families. For companies and governments, it’s essential to recognize that supporting flexible work options is beneficial for female employees and an investment in a more diverse, productive, and resilient workforce. While government initiatives such as Palna, which supports working mothers in providing proper care and protection for their children, and Maternity Benefit (Amendment) Act 2017, which mandates that organizations with fifty or more employees must provide crèche facilities, are in place, additional support from both companies and local governments is needed to ensure these policies are effectively implemented and truly benefits women in the workforce.

The views and opinions expressed here belong solely to the author and do not reflect the views of BlueKraft Digital Foundation.