Negotiating for Flexibility at Work
While flexible scheduling and remote work arrangements have remained 3 - 4 times more prevalent now than in 2019, there is still a significant trend of companies implementing return-to-office mandates. These mandates negatively impact retention: in 2025, 4 out of 10 women who left their jobs cited that their employers did not offer flexible work schedules. This may have been the intended effect, as one study found that 25% of executives and 18% of HR workers admitted they hoped some employees would voluntarily leave because of RTO mandates. However, these inflexible companies are falling behind, as high turnover rates and hiring expenses undercut any benefits to in-person work.
COVID-era flexible and remote work arrangements felt like a massive win for working parents and caregivers, and in the midst of RTO mandates, it can feel difficult for an employee seeking flexibility to ask for alternative arrangements. In one of our case studies for a large accounting firm back in 2016 studying employee use of flexible scheduling, we found that many employees who requested flexibility worried that their coworkers and clients would question their work ethic and capabilities.
Even though positions offering remote work and flexible schedules are incredibly competitive nowadays, as most US workers are willing to take a lower salary to work remotely or take control of their schedules, it can still be scary to ask an inflexible employer for alternative arrangements. We’ve outlined a step-by-step process to prepare for these important conversations with your manager or employer to advocate for your needs. We’re focused on flexible scheduling for now, but this framework can be used for any ask.
Decide what arrangement would be best for you while considering the needs of your team.
There are several kinds of flexible arrangements to consider, and one may be best suited for your needs. Ask around the office to see if any of your coworkers have a flexible arrangement and find the details. If you’re the first of your colleagues to make a request, a few examples of flexible scheduling include:
Telecommuting/remote/hybrid work
Compressed workweek - working 4 days a week
Flextime - choosing your own start and end time while working a required number of hours per week
Staggered working hours - shifting the time you arrive to the office
Working parents with young children, or those with long and strenuous commutes to the office, may benefit most from working remotely. For a senior-level employee, it may be worth it to request a compressed workweek. For a working caregiver with inconvenient school pick-up times, staggering your schedule to work 7 am - 3 pm or making your own schedule with flextime could cultivate an environment where deeply focused work is more feasible.
Each of these arrangements come with trade-offs and responsibilities, and it is important to acknowledge the needs of your team to remain reliable. Remote work requires strong written and verbal communication across online channels and some flexibility when it comes to scheduling meetings. A compressed workweek may mean working ten hour days in exchange for Fridays off. Flextime and staggered work hours only work if you are available during peak work hours to collaborate with your coworkers. Find a good balance between your ideal work conditions and what your team requires to be successful.
Anticipate questions and have specific answers.
When you meet with your boss, be sure to have a hyper specific idea of what your schedule would look like and how you will deal with any issues due to your arrangement. Vague requests for balance or leaving early will have your boss wondering if you’ll still get work done. Explain why your current work schedule is not working for you and propose a detailed solution. Remember: flexible scheduling should be used to maximize your productivity by taking distractions off of your plate. Emphasize that whatever change you’re proposing is good for you and your boss. What this could sound like:
I’ve found that working remotely allows me to do deeply focused work without interruptions. I’d like to try working from home on Tuesdays and Fridays while planning my in-office days around group projects and team meetings. On remote days, I will be fully accessible on Slack and would be more than happy to check-in with you on a weekly basis.
Propose a trial period of 60-90 days.
Your boss will be less hesitant to make changes if you offer to do a trial run. Ask for a few months to try out your schedule and make it a point to meet and discuss your progress. Be on your A-game, and keep a list of all of your wins during this trial period. When the trial comes to an end, advocate for yourself, give specific examples of your achievements, and be open to any adjustments that need to be made.
Advocating for yourself at work, especially as a mother, can be unnerving. There is a pervasive unconscious bias against working moms and caregivers that makes flexibility synonymous with laziness or a lack of ambition. But finding ways to better integrate your work and home life is an act of ambition. The research is on your side.
Sources:
US News. “Remote Work Has Radically Changed the Economy - and it’s Here to Stay”
Archie. “Companies Returning to Office: RTO Tracker”
Forbes. “Women Exiting Workforce At Record Pace, New Catalyst Data Reveals Why”
BambooHR. “A Quarter of Execs Hoped for Turnover with Return to Office Policies, New BambooHR Study Finds”
The Hill. “Rigid return-to-office mandates are a losing battle”
Harvard Business School. “Charting the Value of Remote Work: Would You Take a Pay Cut?”
ActivTrak. “6 Types of Flexible Work Arrangements”
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