For many Minnesota parents, co-parenting arrangements made during the height of the remote work trend may soon need an overhaul. More and more employers are pushing for remote workers to return to their offices. For example, 3M recently notified employees that in-person work will resume several days a week starting this fall. Other employers are making similar moves.
For co-parents who have enjoyed the flexibility of working from home, a return to the office could create new challenges—perhaps including when it comes to maintaining the structure codified within an existing parenting plan.
Considerations that may need to be revisited
A parenting plan that was crafted when most Americans were working remotely likely assumed a parent’s relatively broad availability during daytime hours and/or easier transitions between homes. Returning to the office could mean changes in commute times, limited availability during school hours and less flexibility for last-minute changes. That shift can impact school drop-offs and pickups, extracurricular involvement and midweek overnights that were more manageable as a result of remote work.
These logistical complications may also affect shared responsibilities. If one parent is now required to be at the office three to five days a week, it may not be realistic to maintain the same division of parenting time. That parent may need to reduce weekday parenting time responsibilities, outsource some time to childcare providers or rely on the other parent for more hands-on care during the week.
When faced with this kind of transition, co-parents should talk as soon as possible about upcoming scheduling changes to avoid conflict later. They may need to consider whether a temporary adjustment will work or if a more formal modification is necessary. If both parents agree, a knowledgeable legal team can help draft an updated version of their parenting plan and file it with the court.
