If you've stayed committed to a job through life's changing seasons, chances are you've been loyal in more ways than one. South African women are some of the most loyal employees in the workforce — 65% stay with one employer for three to ten years, significantly longer than the national average.
But employee loyalty should never be one-sided. Loyalty thrives when mutual, when your employer invests in your growth, well-being, and daily reality. That's where flexible work policies come in. According to the 2025 Working Women in South Africa Report, flexibility is now one of the top factors shaping long-term commitment and career satisfaction.
Flexibility builds loyalty, and loyalty deserves recognition
Loyalty isn't just about time served. It's about showing up consistently, with care, and through life's demands. Whether leading in a corporate environment, returning from a career pause, navigating motherhood or rebuilding after retrenchment, women bring dedication that strengthens teams and organisations.
Yet loyalty doesn't always result in reward. Studies show that women often face slower promotion and pay progression than men, despite being more likely to stay committed to their employers. This disconnect is called the loyalty-reward gap, a reminder that loyalty alone isn't enough. Employee loyalty must be matched by a market-related salary, growth opportunities (which can be skills development), and a work setup supporting your work-life integration.
That's where flexible work policies can help close the gap. When flexibility is offered intentionally — through remote options, hybrid models, or adaptable hours — women are better positioned to perform well, grow, and stay.
Be clear about what flexibility means to you
The word "flexibility" is often misunderstood. It doesn't mean working less. It doesn't mean being always on. It means working smartly — in a way that helps you balance your career with everything else you carry.
That's why clarity is key. If flexibility matters to you, be specific. Do you want to work from home three days a week in a hybrid manner? Start earlier and finish earlier? Avoid peak-hour commutes? Naming your flexibility needs gives employers a better chance to meet them.
Our report shows the mismatch clearly:
- 49% of women work full-time in-office,but only 6% want to,
- 57% prefer hybrid work,
- And 37% would choose fully remote roles.
These numbers show that employee loyalty and flexible work policies are strongly linked. When women are given the tools and productivity measures to manage their time and responsibilities well, they stay — not because they have to, but because they want to.
Stay, or move on? Let your loyalty guide you
If you're generally happy in your role, start by having a conversation. Sometimes, all that's needed is a discussion about how your workday could be structured more sustainably. If your loyalty is valued and supported, staying may be the best option.
But if the flexibility you need isn't possible — or if your commitment goes unrecognised — it's okay to explore new opportunities. Seeking better doesn't make you disloyal. It shows that you understand your value and are willing to grow where you're supported.
Let the data support you
The Working Women Report is more than a collection of stats. It's a reflection of your experience with 3700 other women. It's a tool to advocate for what you need. Use it to frame conversations, guide your job search, or back up your request for flexibility.
At RecruitMyMom, we advocate for flexibility and work with many employers who understand that employee loyalty and flexible work policies go hand in hand. We believe that when women are trusted to deliver output and supported, they don't just stay - they thrive.
Register as a jobseeker today and opt into communication so we can alert you to new jobs.
