The implicit promise of work-life flexibility is that it can address workers’ needs to reconcile work demands with personal and family needs, all while benefiting firms in the form of a greater ability to attract and retain employees and in potential performance gains. The idea of flexibility-driven mutual gains is especially appealing now, when gender equity is at the media forefront and where nonwork demands and job stress are on the rise. Elder care demands, for example, are rising with the global aging of populations. Men today are reporting as much work-family conflict as women, and single employees report work-family conflict as well.