Women Aren’t Leaving Work in Europe. They’re Stuck Below the Top.

I read a post on LinkedIn from the US about women leaving the workforce in record numbers. It struck a chord. The post described senior women stepping away at the height of their careers because the system made it impossible to balance leadership and caregiving.

As I live in Europe, I wanted to understand whether the same thing is happening here. So I dove into some research.

The picture looks different. Europe is not facing a mass “she-cession.” Women’s employment is near record highs. The problem is not participation. It is progression. Women stay in work, but far fewer make it to the top.

Three patterns stand out.

First, childcare is decisive. The EU has broad formal childcare, but access and reliability vary by country and city. Germany is a clear warning. Staff shortages and emergency closures push parents into part time work, most often mothers. Ireland shows the cost side of the problem. Fees remain among Europe’s highest. When childcare wobbles, careers slow.

Second, flexibility is not a perk. It is a retention tool. European surveys show women are more likely to quit or seek new roles when return-to-office rules become rigid. The effect is strongest among mid to senior leaders who already carry the heaviest care load.

Third, Scandinavia is not one story. Sweden and Norway continue to edge up on women in management and on boards. Denmark is the paradox. Strong equality norms, yet fewer women at the very top. It is a pipeline and norms issue, not a talent issue.

Because I live in Scandinavia, and more precisely in Denmark, I wanted to look closer at the region often praised for gender equality. The truth is more nuanced. The system helps women stay in work through generous parental leave and childcare support, but those same structures can unintentionally slow progression. Long parental leaves, expectations around part time work, and persistent cultural ideas about caregiving still shape who advances.

So what should European employers do now.

Set flexibility as default. Anchor it in outcomes and team agreements, not permission slips.

Protect career velocity. Do not let the caregiving years erase stretch roles and P&L experience.

Invest in childcare. Where public provision strains, build partnerships and guaranteed places for critical roles.

Fix the schedule. Align core hours to school hours. Move late meetings to early blocks. Record and share decisions.

Target leadership roles. Track women’s movement into P&L, product, and commercial tracks. Report it.

The prize is large. Retaining experienced women means stronger leadership benches, better mentorship, and fewer expensive rehires. Europe has already built the scaffolding that keeps women in work. Now the task is to keep them on a path to the top.