Bold claim: Your career isn’t supposed to come second to anyone’s idea of a perfect life, especially not for a partner. And this is where many people miss the chance to reshape what's possible at work. Now let’s unpack two real-life scenarios — one about remote work rights when a spouse is posted overseas, and another about wage concerns and age-in-office questions — and how to handle them with clarity and courage.
Being asked to put your career on hold for a partner
I’m a female leader who loves my job, and I recently asked for a remote-work arrangement because my husband is stationed overseas. Our organization already has the processes in place for remote setups, and others have been approved, but my senior manager won’t back me. His reply: “We all go through periods where we have to put our careers on hold to support our partners.” I’m disappointed by this stance, especially given the progress we’ve made for women at work. What rights do I have to push back?
Your disappointment is completely understandable. If you’re moving overseas anyway, it’s worth exploring every angle to see what can be made workable.
Tip 1 — Reaffirm your commitment and frame the long-term view. Tell your manager that you want a lasting career with the company and that you’re seeking a solution that keeps you fully productive. Be explicit: you don’t want your career to be on hold; you’ll be working overseas and will be available and engaged with the company.
Tip 2 — Outline a concrete plan. Explain exactly how you’d stay connected and productive, including any time-zone advantages (for example, overlapping hours after Australian business hours). If they’re open to it, spell out the schedule, collaboration tools, and accountability metrics that would make this workable.
Tip 3 — Identify and address objections. If the manager cites “operational reasons,” ask for specifics to tackle — both practical and theoretical solutions you can propose.
Tip 4 — Consider a broader fairness argument. If needed, you can raise concerns about discretionary decisions, noting that past approvals have favored other employees (potentially men). Use this carefully and only if the initial approach fails. If you need additional support, you can contact Fair Work for guidance.
Wage concerns and being asked about age in the workplace
I’m a working mother juggling a heavy workload that continues to grow, often spilling into weekends and late nights. When I raised concerns about the extra hours, I felt I was a victim of wage theft. Now I’m being ignored, even though I used to be viewed as a key asset. This shift makes it hard to know how to proceed in an environment where legitimate concerns get dismissed. How should I handle this professionally?
First, separate the issues: workload, wage concerns, and the response you’ve received.
- Ongoing unpaid overtime is not simply part of the job. If extra hours are routinely needed to hit targets, that signals a resourcing problem, not a personal failing. Even professions known for long hours have limits and expectations that should be fairly supported.
- The reaction you’re experiencing to raise concerns is a red flag. In Australia, you have the right to talk about pay and conditions without facing retaliation. Being sidelined or ignored after you speak up is not acceptable.
What to do next
- Stick to facts, not labels. In discussions, focus on measurable details: hours worked, additional duties, and how this affects sustainable performance. Labels like “wage theft” can trigger defensiveness; precise data helps keep the conversation constructive.
- Document everything. Track extra hours, tasks added, and the impact on your workload. Gather emails or messages that demonstrate changes in responsibilities.
- Request a targeted conversation. Ask for a meeting focused on workload prioritization, clear expectations, and fair compensation, rather than fault-finding.
- Seek external guidance if needed. If there’s no progress, Fair Work can provide guidance on hours, pay, and protections. If you’re part of a union, consider reaching out for support.
The overarching message: you deserve a work environment where concerns are addressed professionally and where workload is reasonable and transparently managed. If you’re navigating similar tensions, you’re not alone, and there are formal avenues to protect your rights while you seek a practical path forward.
About the author
Dr Kirstin Ferguson AM is known for leadership and workplace guidance, with works like Blindspotting and Head & Heart. She offers practical insights for navigating modern work challenges and is frequently featured in reputable outlets. For more context, you can explore her writings and resources at her official sites and profiles.
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