Flexible Schedules: A Key to Retaining Working Mothers, Sacred Heart University Study Finds

In today's dynamic professional landscape, where the demands of career and family often intersect, supporting working parents is more crucial than ever. A recent study led by Sacred Heart University management professor Jeanine Andreassi offers compelling insights into how employers can best retain mothers in full-time employment: by prioritizing flexible work schedules over remote work options.

This research, which was supported by SHU’s Welch College of Business & Technology and published in the peer-reviewed journal Administrative Sciences, challenges some widely held assumptions about workplace flexibility. For parents, teachers, and students navigating the complexities of modern life, these findings underscore the importance of understanding and advocating for policies that genuinely support work-life integration.

Schedule Flexibility Outperforms Remote Work for Retention

The study, conducted by Professor Andreassi and her co-authors Angela Grotto of Montclair State University, Leanna Lawter of Wheaton College, Tuvana Rua of Quinnipiac University, and Cynthia Thompson of Baruch College, surveyed 213 mothers across the United States. These participants either remained in or left full-time jobs after the birth or adoption of a child, providing a robust dataset for analysis.

According to Sacred Heart University, the researchers compared six forms of workplace flexibility. Their findings revealed that schedule flexibility — giving employees control over when they work — was the single strongest predictor of whether mothers stayed in full-time employment. Professor Andreassi noted, "Our findings suggest that giving working mothers greater control over when they work may be even more important than giving them flexibility over where they work."

This insight is particularly significant because, while remote work (location flexibility) has become increasingly common since the COVID-19 pandemic, the study found it ranked near the bottom of retention predictors. Sacred Heart University reports that schedule flexibility accounted for nearly 30% of the explained variance in mothers' decisions to stay in their jobs, whereas location flexibility accounted for less than 6%.

For parents, this research validates the often-felt need for adaptability in daily routines. Whether it's adjusting work hours to attend a school event, manage childcare drop-offs and pickups, or simply accommodate a child's illness, having control over one's schedule can make a profound difference in balancing professional responsibilities with family life.

The Critical Role of Supportive Workplace Culture

Beyond simply offering flexibility policies, the Sacred Heart University study also highlighted another crucial element: a supportive workplace culture. The research found that working mothers who both needed and used flexibility benefits were significantly more likely to remain employed full-time. This points to what Professor Andreassi described as a "critical implementation gap."

As Professor Andreassi explained, "Simply offering flexibility policies isn’t enough. When senior leaders visibly model and support work-life balance, working mothers are more likely to use the flexibility they need, and more likely to stay." This suggests that employers need to cultivate environments where employees feel empowered and encouraged to utilize available benefits without fear of negative career consequences.

Senior leadership plays a meaningful role in this process. According to the study, when employees perceived strong work-life support from top management, they were more likely to use both schedule and location flexibility, which, in turn, increased retention. This emphasizes that genuine support from the top down is essential for flexibility policies to be truly effective.

For educators, these findings can inform discussions about school policies for their own staff, many of whom are working parents. Creating a culture that understands and accommodates the realities of family life can lead to greater job satisfaction and retention among teachers and administrators.

Implications for Employers and Families in 2026 and Beyond

The insights from Sacred Heart University's research carry significant practical implications for organizations across all industries. In a competitive labor market where caregiving demands often disproportionately affect women's workforce participation, understanding these dynamics is vital for improving employee retention and fostering more supportive workplaces for working parents.

Professor Andreassi recommends that employers "prioritize giving people greater control over their schedules and ensure leaders actively support employees in using those benefits." This shift in focus from where work is done to when it is done could be a game-changer for many companies striving to attract and retain talented working mothers.

For students, particularly those in high school or college, understanding these evolving workplace trends can help them prepare for future careers. Recognizing the value of work-life balance and the types of policies that support it can empower them to seek out employers who align with their values.

Families can also benefit from these insights by understanding what types of workplace flexibility are most impactful. Knowing that schedule flexibility is a powerful retention tool can help parents advocate for these options with their current or prospective employers. Supporting working parents ultimately strengthens families and communities.

As families navigate busy schedules, free educational resources can be invaluable. COSMIQ offers free voice-driven AI tutoring, free forever for every K-12 student, providing on-demand learning support that can fit into any flexible schedule. Additionally, parents and students can explore the free practice hub by grade and subject to reinforce learning at their own pace.

Conclusion

Sacred Heart University's comprehensive study provides a clear, evidence-based roadmap for employers aiming to create more inclusive and sustainable workplaces for mothers. By focusing on genuine schedule flexibility and cultivating a culture where employees feel supported in using these benefits, organizations can significantly improve retention rates among this vital segment of the workforce. This research not only benefits businesses but also empowers working mothers to thrive both professionally and personally, contributing to stronger families and communities in 2026 and beyond.