Flexible work models and female employee preferences

New arrangement models have quickly become the most common work organization for many companies, offering employees a better work-life balance and higher job satisfaction. The COVID-19 pandemic has accelerated the adoption of these models without a clear understanding of emerging hybrid forms and the support needed to ensure a sustainable and efficient transition. The lack of clear regulatory frameworks and adequate infrastructure has created challenges for both employers and employees, highlighting the need for strategic policies and investments to support the sustainable development of the new forms of work. This study explores the determinants of the acceptance of the new working models and female employee satisfaction in post-pandemic Moldova. Using a questionnaire survey and an Ordinary Least Squares (OLS) regression model, the research evaluates employees’ preferences for traditional, hybrid, and remote work arrangements. The findings indicate a growing inclination toward hybrid work models, which offer flexibility and work-life balance. However, full adaptation remains hindered by limited digital infrastructure, employer concerns over productivity, and insufficient policy support. While remote work is valued for its flexibility, employers in Moldova express reservations about its impact on oversight and collaboration. By focusing on female employees—who represent the majority of the workforce sample—this study offers a gendered perspective on evolving work preferences and provides evidence-based recommendations for designing inclusive and adaptive work policies. The findings contribute to understanding workforce transformation in Moldova and support efforts to align labor market practices with broader trends in digitalization and gender equity.