Two jobs, one contract: the invisible burden of care on job happiness.

In many households, women's workweek operates on two fronts simultaneously: paid work and unpaid care. The latter often remains invisible in the systems of work, but is certainly felt in the schedule, energy levels, and opportunities for advancement. The standard workweek was once designed for men without caregiving responsibilities. And although society has changed, many work structures have remained unchanged. The result? One job on paper, two in practice - with all the consequences that entails.

The Myth of 'Choice'

Many women work part-time. This seems like a free choice, but often it is a reaction to a work environment that is not designed for shared caregiving duties. Where work schedules clash with school hours. Where meeting times fall outside of childcare hours. Where flexible working is still less flexible than it may appear. And where the mental burden of organizing, arranging, and caring automatically falls on women.

So the question is not: "Why do women choose part-time work?" But rather: "Why does the system force women into part-time work?"

Care as Invisible Labor

Unpaid care is not free time. It is labor, with impact. And that impact translates into fatigue, stress, an increased risk of burnout, and less space for professional growth. Yet this effort is rarely acknowledged - let alone facilitated - in performance evaluations, career paths, or collective labor agreements. The result? Structural inequality in the workplace, packaged as individual choices.

Did you know…

The 40-hour workweek is still based on the 1950s breadwinner model?
Women work an average of 6 hours per week less than they actually want to?
They spend 26.5 hours per week on unpaid care, compared to 17.5 hours by men?
Half of couples want to share care equally, but only 9% actually succeed?

Time for a Different Model

If we are serious about work happiness, we must not only look at job satisfaction during office hours, but also at the space to balance life and work. There is no quick fix for this. It does require:

Different norms regarding working hours, availability, and loyalty
A redistribution of care - not just within families, but also at the organizational level
Recognition of unpaid labor as a factor that affects work pressure and career opportunities
Flexibility that truly works, rather than flexibility that shifts to the evenings

The System Requires Care. But Who Cares for the Woman?

As long as work continues to rely on invisible caregiving labor, women will continue to juggle two jobs - at the expense of their energy, ambition, and happiness. The question is: do we still consider that 'normal'?