As the U.S. continues to navigate the post-pandemic return to office life, a noticeable disparity has emerged between men and women when it comes to remote work. While many employees have resumed in-person roles, surveys consistently show that more men have returned to offices than women.
This trend reflects not only differing preferences but also the broader societal dynamics at play, particularly the ongoing division of labor within households. Although more women are employed outside the home than ever before, they still tend to shoulder a larger share of childcare and household responsibilities, influencing their decisions around where and how they work.
According to the latest Labor Department survey, 29% of working men spent time working from home in 2024—a drop from 34% the previous year. In contrast, the percentage of women working remotely remained largely unchanged at 36%. This widening gap underscores how deeply family considerations affect women’s work arrangements.
Remote work offers flexibility that can be crucial for working parents, especially mothers. However, researchers warn that this same flexibility could come with career trade-offs. Working from home may limit visibility, reduce networking opportunities, and hinder access to mentorship—all of which are essential for professional advancement.
Katt Guadarrama, a 31-year-old mother of three from Canby, Oregon, experienced this firsthand. After losing her remote human resources job, she reflected on how difficult it was to demonstrate her value without being physically present in the office. “It creates that barrier where they don’t know who you are and why they should try not to lay you off,” she said. Despite this setback, Guadarrama prefers remote work while her children—ages 4 to 9—are young. She recently declined an in-person position offering $100,000 annually because the cost of childcare would have consumed nearly half her income. “The decision almost broke me,” she admitted.
Labor Department data collected from a survey of 7,700 people reveals that the gender gap in remote work has fluctuated over recent years but has remained wider since the pandemic began. Before 2020, fewer women worked remotely compared to men, but that pattern reversed during the pandemic—and has persisted even as workplaces reopen.
At the same time, the cooling white-collar job market has reduced workers’ ability to negotiate flexible arrangements. Major companies like Amazon and Google have pushed employees back to offices, citing improved collaboration and productivity. A KPMG survey found that 86% of CEOs plan to reward in-office employees with better assignments, raises, or promotions.
For many mothers, remote work has been a lifeline. Harvard economist Claudia Goldin notes that remote options allow women to stay in the workforce after having children, something that historically led many to scale back or leave their careers entirely. “The woman who thought she’d go on leave when she had her first or second child can now decide, ‘Hell no, I can still earn money and work from home,’ ” she said.
Still, challenges remain. Research by Emma Harrington, an assistant economics professor at the University of Virginia, shows that women who work remotely receive less feedback and guidance from colleagues than men in similar positions. Another study co-authored by Stanford economist Nicholas Bloom found that women are less likely to ask questions during remote code reviews at a Fortune 500 company, potentially affecting their growth and recognition.
Bloom’s ongoing research with economists Jose Maria Barrero and Steven J. Davis confirms a growing divide: the difference in remote work rates between men and women has doubled since 2022, currently standing at about 3.3 percentage points. Women have consistently expressed a stronger preference for remote work, on average, 5 points higher over the past five years.
Christine Chen, a 37-year-old HR professional in Chicago, recently gave birth to her first child and plans to increase her remote workdays. While she values the connection and morale boost of in-person meetings, she appreciates the hybrid arrangement that allows her to manage both work and family life. “We go through so many transitions in life, and we need that flexibility,” she said.
Natalia Emanuel, a Federal Reserve economist who studies remote work and gender, noted that seasoned professionals often benefit most from working from home. Senior employees can focus more efficiently on high-priority tasks without the distractions of the office. However, she cautioned that this absence can leave junior workers without the support they need to grow professionally.
Men, too, are navigating the balance between office presence and family time. Gabe Marans, a 39-year-old vice chair at Savills in New York, works in the city most days but structures his schedule to maximize time with his three children. He starts work early and logs extra hours at night to maintain that balance. “I wasn’t willing to give that part of my life up,” he said, reflecting on the changes brought by the pandemic.
As the workplace evolves, the gender gap in remote work highlights the complex interplay between personal choice, family responsibility, and career opportunity. While remote work has opened doors for many women, it also presents new risks, especially if in-office presence becomes a key factor in promotion and retention decisions.