The Hidden Costs of Working from Home

During the pandemic, many of us traded our commutes and conference rooms for home offices and virtual meetings. While most of us would not want to go back to the days of juggling math tutoring, masks, and a new definition of multitasking, there were some enticing benefits to remote work, and many fought to remain out of the office.

From replacing long commute times with getting work done to more flexibility to pick a child up from school or take a parent to an appointment, the benefits were clear. However, the burdens of these "conveniences," many of which fell on women, especially those with child or eldercare responsibilities, have become more obvious.

As is often the case, something that seemingly benefits women — working from home — also creates both added burdens and potential long-term costs. That women, even when earning the same or more than their partner, do more than their male partners at home and in terms of childcare is not surprising and well documented.

A recent Pew Research Center study found that even in households with equal earnings between partners, men spent 3.5 more hours a week on leisure activities than their female partners, and women spent 2.5 more hours a week on housework and two more hours per week on childcare than their male partners did. And, while more Americans overall are working from home, 13% more women than men reported working from home in 2023.

Anecdotal experience and common sense make it seem inevitable that the parent who works from home becomes the default parent for childcare, home, and school-related duties and is the one more likely to miss work when a child or elderly parent is ill. And clearly, it's easier to do housework when working from home — who of us hasn't thrown in laundry or picked up their living room between Zoom calls?

But how will this affect professionals in the long term? Because remote or hybrid work is relatively new, we are still learning the answers to this question. But if you are a professional working remotely, it's important to understand the potential repercussions.

1. In a "downsizing," remote workers are more likely to be the ones who are laid off. A recent survey by the Society for Human Resource Managers (SHRM) found that in a layoff, fully remote workers are 35% more likely to be among those let go. This makes sense, unfortunately — it's both easier to lay someone off who you aren't going to see in the hallway tomorrow and less likely that those making the hiring and firing decisions will have developed a close working relationship with employees who are fully remote.

2. As a remote employee, you may miss out on mentoring and learning opportunities. The conversations that take place informally — over lunch, after a meeting, or just passing in the hallway — form bonds, encourage collaboration and make you more likely to be someone your boss thinks of when a position above you opens, a board seat is vacant, or another move is in play. The conversations can also lead to informal mentor relationships, from which more junior employees can learn important tips, gain insider advice, and model their careers.

3. Remote employees may be less likely to be promoted. While we may not want to admit it, face time — the old-fashioned, in-person type — counts. And for the same reasons previously mentioned, if you aren't in the office, you may not be next in line for a promotion. Without the in-person time spent getting to know your coworkers and managers beyond the to-do lists of Zoom meetings, there may be less trust built and fewer opportunities to demonstrate your abilities and dedication.

Many of us will weigh these costs with the benefits of remote work and decide to continue to work remotely. How can we counterbalance the risks outlined above on remote work?

• If your workplace offers a hybrid model, you may want to take the opportunity to get to know your colleagues face to face, especially if you are more junior or have just started working for a new employer.

• Set up in-person meetings with your mentor, or someone you want to be your mentor, to build up relationships that can help you progress in your career.

• Even if you are an established member of a team at your company, it might be worthwhile to have a conversation with your boss to learn how they feel about you working remotely.

While remote work offers many advantages, it's important to recognize and address the concealed drawbacks that can be associated with it, particularly for women and their career advancement. By acknowledging these challenges and taking proactive steps to mitigate them, we can create a more equitable and supportive work environment that meets the needs of every employee.