Workers are finding it increasingly difficult to balance their work and family responsibilities. A majority of workers say they already do not have enough time with their families, yet many employers are further restricting programs such as paid family leave, flexible work hours, job sharing, telecommuting, and compressed work weeks which allow employees to harmonize their work and family life.

Workers attempting to balance their work and family life are finding it increasingly difficult, if not impossible, to do so successfully. A majority of employees say they do not have enough time with their children, spouses, or for themselves. Yet many employers are still cutting back or refusing to implement programs such as paid family leave, flexible work hours, job sharing, telecommuting, and compressed work weeks, which allow employees the flexibility to harmonize their work and family responsibilities.

In a weak economy, companies are making fewer employees do more work, and one employee's absence can be a significant burden. Employees are therefore reluctant to request "family-friendly" accommodations, even from the smaller number of employers who are still willing to provide them. For example, despite the legal protections of the Family & Medical Leave Act (FMLA), which prohibits retaliation, many employees fear that requesting leave will lead to reprisals later in their careers. Further, women are likewise concerned that even requesting a part-time schedule to accommodate their family and child needs will not merely result in the answer "no," but will mark them in the corporate environment as not being a "team player."

The failure to permit workplace flexibility is not simply a reaction to a tough economic climate. Many companies believe that part-time employees or those that telecommute are less accessible to their clients, putting the employer at a competitive disadvantage. With today's technology, however, most employees can communicate via e-mail, cell phone, or facsimile from home without the client recognizing any difference in the level of service provided. Many employers also distrust their employees, wondering whether they are actually "working" at home. Employees counter that there is less co-worker distraction at their homes and that not all office environments are efficiently run.

According to the U.S. Census, the number of working mothers, ages 15-44, with children under one year old has decreased from 59% in 1998 to 55% in 2002. Some claim this signifies that Americans are returning to a more traditional family lifestyle. However, it appears that a significant number of women are electing to stop working because their employer's lack of flexibility puts them on the slower or stagnant career path known as the "mommy track." "Opting out" of employment altogether is only a refuge for those that can afford it--many have no options but to keep juggling all of their responsibilities, to their detriment as parents, spouses, family caregivers, and employees.

These untenable situations are likely to get worse before they get better. With the economy stalled, employers, not employees, are in the drivers’ seats, and can dictate whether their employees' lives have any balance. We must continue to ensure that employers comply with their legal obligations under the Family Medical Leave Act and laws prohibiting discrimination on the basis of familial status and gender. Employers must also be encouraged, through laws, government policy, and consumer preference, to implement programs such as paid family leave, flexible work hours, job sharing, telecommuting, and compressed work weeks.