7 May 2026: Flexible and hybrid work arrangements are transforming how working mothers balance careers and family life – but new research from the University of Canberra shows the benefits depend heavily on trust, leadership and workplace culture.
The study, led by UC researcher and lecturer in Organisational Behaviour Dr Somayeh Bahmannia and PhD graduate Lina Chen, explores how hybrid work is influencing the wellbeing, financial outcomes and family dynamics of working mothers.
Ms Chen’s interest in the topic emerged during the global workforce shifts of the COVID-19 pandemic, when many employees began reassessing how work fits into their lives.
“Like many others, I was re-evaluating my career priorities at the time,” she said. “As a working mother, I wanted to better understand how hybrid work could support women to thrive both professionally and personally.”
A complex balance of benefits and challenges
The research highlights that hybrid work offers both opportunities and trade-offs for working mothers and their families.
While flexible arrangements can reduce commuting time and childcare costs, they may also increase household expenses and blur the boundaries between work and home life.
“Many participants reported feeling more productive and satisfied with how they manage their time,” she said. “But others experienced stress linked to longer working hours, micromanagement, or difficulty disconnecting from work when at home.”
The findings also show that hybrid work can positively influence children’s emotional wellbeing, with many mothers reporting stronger connections with their children and greater involvement in key developmental moments.
At the same time, concerns remain around career progression, with some participants feeling that working remotely can limit visibility and opportunities.
“There is still a perception of ‘out of sight, out of mind’ in some workplaces,” she said.
The role of leadership and culture
A key finding of the research is the critical role of managers and organisational culture in shaping successful hybrid work experiences.
Supportive, empathetic leadership – combined with trust and clear communication – was found to significantly improve outcomes for working mothers.
“Managers who focus on outcomes rather than physical presence tend to create more positive and productive environments,” Ms Chen said. “This approach not only benefits working mothers, but also strengthens engagement, retention and overall workplace satisfaction.”
Conversely, workplaces that lack trust or rely on rigid expectations can undermine the potential benefits of flexible work.
Implications for policy and practice
The research suggests that organisations and policymakers need to move beyond one-size-fits-all approaches to flexible work.
Instead, policies should reflect the diverse realities of employees’ lives, including differences in family structures, job roles and socioeconomic contexts.
“Flexible work policies are most effective when they are developed in consultation with employees,” Ms Chen said. “This helps ensure they support both professional goals and family needs.”
The study also points to the growing importance of hybrid work in attracting and retaining talent, particularly among working mothers.
Building supportive hybrid workplaces
According to the research, a truly supportive hybrid work environment goes beyond flexibility alone.
It includes strong communication, fair promotion practices, access to the right tools and infrastructure, and a culture that values contribution over physical presence.
“Leadership is central,” Ms Chen said. “When organisations build trust-based cultures and empower employees to take ownership of their work, hybrid arrangements can benefit both individuals and organisations.”
As hybrid work continues to evolve, the findings offer timely insights for employers and policymakers seeking to create more inclusive, sustainable and effective workplaces.
