Nearly one in five (20%) employed mothers residing with a minor child work part-time, compared to just 5% of employed fathers. Why are mothers’ work patterns more responsive to the presence and age of their children relative to fathers (Figure 1)? The answer may lie between the gaps in the U.S. care infrastructure. With family caregiving responsibilities falling disproportionately on mothers, many opt for part-time roles—ultimately impacting their financial stability and long-term career growth. 

Let’s explore these trends and what they mean for the care economy. 

The Gender Divide in Full-Time vs. Part-Time Work 

Prime-age men experience little change in working full-time relative to the age and presence of their children. Whether they have children under age 5, children between the ages of 5 and 11, or children between the ages of 12 and 17, more than 94% of men remain in full-time employment across the board (Figure 1). Only about 5% of men with children under 18 work part-time, and that figure stays stable regardless of the child's age.

Interestingly, men not living with a minor child are more likely to work part-time (8%), suggesting that factors other than caregiving responsibilities may influence their part-time employment. 

In contrast to the stability of fathers’ full-time employment, the work status of mothers varies depending on the age of their children.  

• Mothers with children under 5: The gap in full-time status between mothers and fathers is largest for those with children under 5: 22% of mothers in this group work part-time, compared to just 5% of fathers in the same group, a 17-percentage point gap.  
• Mothers with children ages 12 to 17: Even as children grow older, mothers are more than three times more likely to work part-time, 17% of mothers still work part-time, compared to just 5% of fathers. 
• Women without minor children: The gap narrows for men and women not living with a minor child—12% of women in this group work part-time compared to men (8%), a 4-percentage point gap. 

Motherhood—especially when children are young—is associated with high rates of part-time employment. 

Why are these findings important for understanding the care economy? Let’s explore the long-term impacts behind the part-time work patterns of parents.  

Understanding the Value and Challenges of Part-Time Work  

Why are mothers more likely to work part-time than fathers? In short, mothers typically juggle both work and caregiving responsibilities more than fathers. Societal expectations, norms, and stereotypes prescribing fathers as primary breadwinners and mothers as “secondary earners” or primary caregiversremain. Research has consistently found that mothers miss work or reduce work hours more often than fathers when faced with childcare issues: between January 2000 and November 2022, mothers accounted for 85% of all childcare absences. A recent study found that even when schools are informed that the father is more available for a school-related inquiry call-back, mothers are still contacted 26% of the time as a knee-jerk reaction.  

The impact of rising childcare costs and the difficulty of finding reliable, affordable options cannot be understated; the average cost of childcare for two children exceeds the average rent in all 50 states. Nearly 60% of parents who are not working full-time report they would prefer full-time employment if affordable childcare were available, and a 10% reduction in childcare costs has been associated with a 0.25% to 11% increase in maternal employment. 

Part-time work often offers flexibility for parents, allowing for a balance between career and family responsibilities. For many, it's a conscious choice that aligns with their personal and family goals. However, it's important to acknowledge the challenges that can accompany part-time employment: 

Wage, Benefit, and Wealth Gaps: Part-time jobs offer lower wages and benefits compared to full-time positions. The Economic Policy Institute estimates that part-time workers are paid nearly 20% less per hour than their full-time counterparts in the same industry and occupation. Part-time workers are also often not eligible for employer-provided benefits such as health insurance, paid sick leave, vacation time, and paid family leave – policies that support caregivers and families.  

Retirement and Long-term Security: The lack of earnings growth in part-time work leaves individuals with fewer retirement savings and more instability in their careers. This compounds the financial insecurity many mothers face in retirement and perpetuates the gender wage gap.  

Career Progression: Women who reduce their working hours, even temporarily, struggle to regain their previous career trajectory, leading to stalled career progression. Research has shown that part-time workers experience “limited career prospects, less desirable work assignments, reduced networking and training, and greater vulnerability to layoffs.” Additionally, part-time workers may miss out on bonuses and promotions or face penalties in performance evaluations.

What can be done to address the disparities faced by mothers working part-time?  

The decision to work part-time is often complex, involving both personal preferences and external factors. While some parents choose part-time work, others are driven to this decision by external circumstances, such as the inability to find affordable childcare or a lack of flexible workplace arrangements.  

Organizations, employers, and policymakers are responsible for creating an environment where all work patterns are valued and supported, allowing individuals to make choices that best suit their circumstances without facing undue penalties. 

While part-time roles offer important flexibility, the current system often leaves these workers—disproportionately women and mothers—without access to essential benefits. Policies that enhance the care infrastructure in the U.S. would ensure that part-time workers receive the same protections and career opportunities as their full-time counterparts, including:  

• Expanded access to Paid Family and Medical Leave: Expanding paid leave, regardless of full or part-time status, would alleviate the need for caregivers to take unpaid time off, reduce their hours, or leave the workforce altogether.  
• Access to Affordable Childcare: Mothers are more likely to work full-time in states with affordable childcare and longer school days. Supports such as universal pre-K, child tax credits, and acts to expand the availability of high-quality, affordable childcare are paramount for ensuring the growth of the nation’s workforce.  
• Workplace Support: American businesses lose $12.7 billion annually due to their employee’s childcare challenges. Policies offering flexible work arrangements, paid parental leave, caregiving leave, and childcare benefits would be beneficial for employees and employers alike.  

The high rates of part-time work among mothers reflect the ongoing challenges of balancing caregiving with paid employment. Without access to affordable childcare or comprehensive paid family leave, mothers will continue reducing their working hours, limiting their long-term earning potential and widening the gender wage gap. The solution is not necessarily to push everyone into full-time work, but rather to ensure that all work—whether part-time or full-time—is valued, supported, and benefits accessible. This would ensure that parents who leave the workforce temporarily for family care needs can reenter without harm to their career development. In doing so, individuals have more freedom to make choices about their work patterns without sacrificing economic security or career progression.