Written by: Keith G. Tidball, PhD
Military family transitions, such as relocations, whether for permanent change of station orders, or other reasons, can be stressful on families and often require time to ensure that the family’s needs are met following their arrival. According to a recent report, one in 6 (16%) active-duty spouse respondents who need or want paid employment report “I am recovering from a PCS move” as a reason they are not currently employed (Blue Star Families, 2023). Military family practitioners can work to help military spouses gain access to portable and flexible employment opportunities, including the childcare they need to maintain that employment, to ensure military family quality of life and financial security. Active-duty spouse respondents who were able to retain employment through their recent relocation report family financial situations of “doing okay” or “living comfortably” in greater proportions than their counterparts who were employed prior to relocation but left their position due to relocating (83% and 66% respectively) (Blue Star Families, 2023).
Portable work may present an opportunity to alleviate the stress described above. Military spouses may be increasingly able to take their work with them when they move; 31% of employed active-duty spouse respondents reported that they were able to maintain their employment during their most recent PCS (Blue Star Families, 2023).
The federal government is also working to combat spouse unemployment and underemployment by allowing military spouses to continue working in their same position after a relocation through the Executive Order on Advancing Economic Security for Military and Veteran Spouses, Military Caregivers, and Survivors (Friedman, 2023; U.S. Department of Defense, 2023). While this represents important progress, federal employment alone is not a solution for all spouses as many do not work in the federal government, but rather in private/public sectors of education, health care, financial services, social services, and/or nonprofit organizations (Blue Star Families, 2022a).
Flexible and remote work may also present an opportunity to alleviate the stress to military families in transition described above. The shift to remote and flexible work during the COVID-19 pandemic appeared to be a victory for military spouses, helping to reduce or eliminate the disruption to employment caused by military relocations. According to the survey, more than half (64%) of active-duty spouse respondents employed at least part time worked some portion of their hours remotely during the past 12 months. Furthermore, two-thirds (66%) of active-duty spouse respondents who completed all their hours remotely were able to maintain their employment with the same organization, though not necessarily their same position, through relocation. Only 7% of those who completed all their hours in person reported the same. Military family practitioners should be cognizant of the fact that the ability to retain remote employment reduces the financial vulnerability that often accompanies relocation (Blue Star Families, 2022b). Unfortunately, many employers have committed to implementing return-to-office policies by the end of 2024, so the remote work opportunities among military spouses should continue to be monitored (Smith, 2023).
References
Blue Star Families. (2023). Military family lifestyle survey, 2023: Comprehensive report on spouse employment and child care. https://bluestarfam.org/wp-content/uploads/2024/03/BSF_MFLS_Comp_Report_Spouse_Employment_Child_Care.pdf
Blue Star Families. (2022a). 2021 military family lifestyle survey comprehensive report. https://bluestarfam.org/wp-content/uploads/2022/03/BSF_MFLS_Results2021_ComprehensiveReport_3_22.pdf
Blue Star Families. (2022b). Pulse check: Relocation and housing. https://bluestarfam.org/wp-content/uploads/2022/10/BSF_PulseCheck_Report_Sep2022.pdf
Friedman, D. (2023, November 24). Congress, Biden administration look for ways to boost federal recruitment, retention of military spouses. Federal News Network. https://federalnewsnetwork.com/defense-main/2023/11/congress-biden-administration-look-for-ways-to-boost-federal-recruitment-retention-of-military-spouses
Smith, M. (2023, September 11). 90% of companies say they’ll return to the office by the end of 2024 — but the 5-day commute is “dead,” experts say. CNBC. https://www.cnbc.com/2023/09/11/90percent-of-companies-say-theyll-return-to-the-office-by-the-end-of-2024.html
U.S. Department of Defense. (2023). Executive order on advancing economic security for military and veteran spouses, military caregivers, and survivors. https://www.whitehouse.gov/joiningforces/blog/2023/03/13/president-bidens-budget/#:~:text=Notably%2C%20the%20Budget%20invests%20%2420,when%20they%20change%20school%20districts
