Women using flexible working arrangements such as working from home or reduced hours are more likely to see their careers stall or decline, with new evidence suggesting the impact falls disproportionately on women rather than men.
The analysis, presented last week at the British Sociological Association Annual Conference, found that women in professional roles who stepped away from standard office patterns were significantly more likely to move into less senior or non-professional jobs within two years.
The research points to a persistent workplace bias around flexibility, where alternative working patterns continue to be judged differently depending on gender.
Flexible working linked to career setbacks for women
The study was conducted by Sizhan Cui of the University of Oxford, who analysed long-running UK survey data covering more than 21,000 workers between 2010 and 2024.
Her analysis found that women professionals using flexible arrangements were 19 percent more likely to move into lower-status roles compared with those working full-time in standard office settings.
She said women using these arrangements faced a measurable risk to their career trajectory. “Women who use flexible working arrangements face a higher likelihood of downward mobility.”
She explained that workplace perceptions continued to shape outcomes, with flexibility often interpreted negatively. “Employees who use flexible working arrangements may be viewed as less committed, less available or less promotable, contributing to what has been termed the flexibility stigma.”
The research drew on data from Understanding Society, a large UK household longitudinal study, and controlled for factors including age, income and education to isolate the effect of flexible working itself.
Different expectations for men and women
The same pattern was not observed among men. The study found that men using flexible arrangements were no more likely to experience a decline in occupational status.
Cui said the difference appeared to be linked to how employers interpret flexible working depending on who requests it. “In contrast, men who used flexible arrangements were no more likely to have downsized their careers. Men’s use of flexible arrangements is sometimes perceived as exceptional or commendable and is therefore less likely to harm career outcomes.”
The findings suggest that while flexible working has expanded rapidly across the UK labour market, particularly since the pandemic, underlying attitudes have not kept pace.
Women without children, or those whose children were older, were found to be at the greatest risk of career decline. The research suggested this may reflect assumptions from employers that flexibility is less justified in these cases, leading to harsher judgements about commitment.
Ongoing stigma around hybrid and remote work
The results add to a growing body of evidence that flexible and hybrid working can carry unintended consequences for career progression, particularly for women.
Previous studies and employer surveys have pointed to concerns that employees working remotely are less visible to senior leaders, potentially affecting promotion opportunities and access to high-profile projects.
The concept of “flexibility stigma” has become increasingly prominent in discussions about workplace equality, referring to the idea that workers who deviate from traditional full-time office norms may be seen as less dedicated.
While many organisations have expanded access to flexible working as part of wellbeing and inclusion strategies, the new research suggests that formal policies alone may not be enough to prevent unequal outcomes.
Pressure on employers to address bias
The findings raise questions about how organisations manage flexible working in practice, particularly as hybrid models become embedded across sectors. Employers, observers say, are likely to face increasing scrutiny over whether flexible working policies genuinely support career progression or inadvertently reinforce existing inequalities.
The study suggests that without cultural change and clearer safeguards, flexibility could continue to carry career risks for some groups, even as it becomes more widely available.
With around 73 percent of UK employees now working in organisations that offer some form of flexible arrangement, according to the data used in the study, the issue is likely to remain central to debates about workplace equality and progression.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
- William Furney
- William Furney
- William Furney
- William Furney
