40% of parents forced to quit or reduce their hours due to the pandemic

(U.S.) – A new report from Flexjobs found that since the beginning of the pandemic earlier this year, nearly half of working parents (40%) have bad to significantly change their employment status.

25% of working parents were forced to reduce their hours and another 15% were forced to quit their jobs entirely. Of those who quit, the study indicates 38% of them do not plan to rejoin the workforce.

This came as many parents were forced to try and balance both a career and being full-time teachers as COVID-19 forced schools across the country to close and prioritize remote learning from home. Flexjobs launched the survey to try and fully understand the effects COVID-19 has had on working parents. The company surveyed more than 2,500 working parents with children under the age of 18. The survey asked participants about the career choices they have made, how remote learning has impacted their choices, and what kind of support would help from their employers.

When 90% of the world’s schools shut down earlier this year in March, 63% of working mothers across the U.S. reported they became the primary childcare providers while 42% of working fathers indicated the same. Additionally, 80% of working mothers took the lead in monitoring their children’s remote learning along with 31% of working fathers.

When Flexjobs asked participating parents, what would help them balance work at home, 58% indicated a flexible schedule would have the most significant impact.

Types f flexibility participants indicated would be most beneficial included:

  • 48% – Working from home full time.
  • 30% – Working from home part-time.
  • 24% – Freelancing
  • 20% – Alternative schedules.

And when evaluating a job prospect, working parents indicated the following as the most important aspects:

  • 79% – Work/life balance
  • 77% – Salary
  • 73% – Flexible work options
  • 54% – Meaningful work
  • 49% – Work schedule
  • 40% – Location
  • 39% – Health insurance
  • 34% – Company culture
  • 34% – Vacation time
  • 33% – Company reputation
  • 33% – Career progression
  • 31% – Skills training and education options
  • 28% – 401(K)/Retirement benefits

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