The new government has been formed. In May 2025, Family Minister Bärbel Bas called for “More mothers in full-time jobs!” The German economy is facing a shortage of skilled workers, and many mothers are stuck in the part-time trap against their will. The government is planning two main measures to increase mothers’ participation in the workforce: expanding childcare and providing tax incentives to employers who support the transition to full-time positions (Source: stern, May 18, 2025: “Minister Bas wants more mothers in full-time jobs – A demand to employers”).
I am an expert in work-life balance and a mother of three children myself. I love my children and I love my job. As a former HR manager, I know the challenges companies face, but I also understand the unique pain points of working mothers that are rarely seen. If employers want to remain fit for the future, they need more than just tax breaks and daycare spots.
For work-life balance to succeed and to reduce the skills shortage, EVERYONE must take responsibility:
Politics
It is absolutely essential to invest in structures such as childcare and to provide tax advantages for employers who actively support work-life balance. Equally important is increasing societal appreciation for childcare professionals, as they—alongside parents—shape the people of the future!
Employers
Work-life balance must be an integral part of company and leadership culture. Leaders are the bridge between company interests and the needs of employees. They should work purposefully to maintain stable contact with (expectant) mothers, ensuring they remain with the company. This contact is especially crucial during parental leave. About one third do not return from parental leave if there are no family-friendly measures in place (2019 Prof. Grunow, University of Frankfurt). In short: work-life balance is always a leadership issue!
Mothers
In discussions about family-friendliness, the human aspect is often neglected. It is not enough to offer daycare spots and family-friendly internal measures if the individual and collective needs of working mothers are not addressed. Becoming a mother is one of the most profound identity developments! There needs to be a “safe space” in companies where mothers can openly discuss their current challenges. Trust, cooperation, and communication at eye level are required. Only then can employers respond appropriately and work together with the employee to develop solutions for long-term collaboration.
Conclusion
For work-life balance to succeed, the human components—mothers and children—must be considered individually, and EVERYONE must take responsibility: politics, but above all employers—in the person of leaders—and the mothers themselves.
