Before the pandemic, it was customary for companies to have policies requiring that employees working from home have separate childcare in place for young kids, and to strictly enforce that. The reason, obviously, was that employees can’t take care of little kids while also devoting full attention to a job; young kids need a lot of supervision and attention.
The Pandemic Upheaval: A Forced Integration
When the COVID-19 pandemic hit, it upended nearly every aspect of daily life — and few groups felt the disruption more acutely than working parents. Practically overnight, schools and daycares closed. Suddenly, the lines between work and home disappeared, and kitchen tables became classrooms, conference rooms, and play areas all at once.
For countless parents, especially those with younger children, there was no choice but to care for their kids while also trying to keep up with full-time jobs. There was no roadmap, no precedent — just the pressing need to make it all work somehow.
In response, many employers did something remarkable: they adapted. Strict in-office requirements gave way to remote work flexibility. Rigid 9-to-5 schedules loosened to allow for nap times and virtual kindergarten breaks. Some companies implemented family leave extensions, mental health resources, or direct support for childcare costs. In short, employers began to understand that supporting working parents wasn’t just compassionate — it was essential to keeping their teams afloat.
The Lingering Challenge: Why Flexibility Remained Essential
But the need for flexibility didn’t vanish when schools and daycares reopened. Even after those first closures ended, childcare shortages lingered — and in many areas, they persist to this day. Staffing challenges, center closures, and rising costs have made reliable childcare harder to access than ever. On top of that, until vaccines became available for young children, many families didn’t feel safe returning to out-of-home care at all.
Working parents were left in a continued state of uncertainty. And it left employers with a choice: revert to pre-pandemic norms or continue building a culture that recognizes the realities of modern caregiving.
Some employers chose the latter. Companies recognized that if they didn’t make room for parents — through flexible hours, remote options, or hybrid roles — companies would risk losing talent altogether. And more importantly, they understood that creating an inclusive, sustainable workplace means supporting employees not just as workers, but as whole people with families, responsibilities, and lives beyond their job titles.
The Core Challenge: Attention, Professionalism, and Care
The flexibility born from the pandemic is a positive development, but it doesn’t change the fundamental nature of certain jobs. For synchronous, customer-facing roles, the core requirements of the position must still be met. Understanding why simultaneous childcare isn’t feasible is key to setting yourself up for success as a remote professional.
Let’s break down the specific challenges.
The Demands of a Synchronous Role
- Be on time for scheduled shifts.
- Answer calls promptly.
- Resolve issues quickly and professionally.
- Maintain a quiet and distraction-free environment.
- Follow strict performance metrics.
Now, imagine doing all of that while attending to a small child. The mental load can quickly become unmanageable.
The Reality of Childcare vs. Call Care
- Interrupted calls and frustrated customers..
- Lower quality scores and missed metrics.
- Added stress for teammates and supervisors.
- Personal burnout and feelings of guilt.
This isn’t about commitment; it’s about human capacity. It is nearly impossible to do both of these demanding jobs well at the same time.
Protecting the Customer Experience (and Your Reputation)
Customers deserve professionalism, and companies monitor background noise, call quality, and demeanor. Even with the best noise-canceling technology, distraction shows up in your tone, focus, and problem-solving ability. Consistently putting customers on hold or needing to mute your line isn’t a sustainable strategy and can impact your professional standing.
The “Distraction-Free” Clause Explained
This is why most remote job descriptions include a clause like: “Remote employees must have a dedicated, distraction-free workspace and appropriate childcare arrangements.” The expectation for uninterrupted work is the same whether you are onsite or at home. Remote work offers flexibility in location, not a reduction in professional standards.
Finding a Path That Works: Alternatives for Parents
- Seek Part-Time or Asynchronous Roles: Look for positions that allow you to work around a child’s nap schedule, in the evenings, or on weekends when another caregiver is available.
- Explore Freelance or Project-Based Work: These jobs often have less direct customer interaction and provide more autonomy over your schedule.
- Find Companies with Split Shifts: Some employers offer schedules that let you work a few hours in the early morning and a few in the late evening.
- Leverage Partial Childcare: Even a few hours of daycare, a babysitter, or help from family can provide the dedicated, uninterrupted time needed to succeed in a remote role.
Key Takeaways for Working Parents in Remote Roles
- Acknowledge the Demands: Recognize that both full-time childcare and a remote customer service role are full-time jobs. Trying to do both simultaneously is unsustainable and leads to burnout.
- Remote Work Isn’t Childcare: While remote work offers flexibility, its primary benefit is location independence, not a substitute for dedicated childcare during your scheduled working hours.
- Understand the Role’s Requirements: Success in a synchronous, customer-facing role depends on maintaining a professional, quiet, and distraction-free environment.
- Explore a Better Fit: If you need to work without separate childcare, seek out roles that are compatible with that reality, such as asynchronous, part-time, or freelance positions.
- Plan for Success: Your long-term success and well-being depend on setting realistic expectations and finding a career path that truly fits your family’s needs.
Find a Remote Role That Fits Your Life
Navigating the remote job market as a parent can be challenging, but you don’t have to do it alone. The experts at Abel Personnel specialize in matching talented professionals like you with roles that respect your skills and your life circumstances.
Contact us today to start your journey!
Alonzo Hankerson, Director of Human Resource for Abel Personnel with over 20 years of HR management experience. Mr. Hankerson is knowledgeable in employment practices and workforce challenges. He works with staff and clients to craft solid employment practices wellness plans tailored to address an organization’s needs and concerns.