Decades ago, it was not as common for married women and mothers to work outside the home as it is today. However, the difference between women’s participation in the workforce between the mid-20th century and today is smaller than most probably imagine: in 1950, women comprised 29.6 percent of the civilian workforce. In 2015, they were 46.8 percent of the workforce.
When a couple divorces, their assets must be divided equitably. Each partner’s career choices and contributions to the household are considered when determining how to divide them. Both partners’ career status and needs are also considered in determinations of child support and parenting plans.
Spousal maintenance is meant to protect the lesser earning spouse from financial hardship following the couple’s divorce. If one spouse opted to stay home or work part time to devote herself (or himself) to the couple’s family, that spouse may seek spousal maintenance in their divorce.
It is rare, but not impossible, for permanent maintenance to be awarded. More often, the court determines what the lesser earning spouse realistically needs in terms of time and support to prepare to reenter the workforce and become self-sustaining. Maintenance is then paid to that spouse for a limited period of time, after which he or she is expected to support him- or herself.
Despite advances in economic equality between the sexes, women are still more likely to leave the workforce or delay their career advancement by taking less strenuous work in order to stay home with their children. When a divorcing couple has children, each parent’s availability to the children is considered when developing their parenting plan. If the mother is the parent whose schedule makes it easier for her to be with the children after school and handle their day-to-day needs, the court may determine that living primarily with her is in the children’s best interest.
Many different factors are considered when dividing a couple’s marital assets, and some of these factors relate to each partner’s career. These include:
Few of us have the luxury to choose whether to work or not. For those of us who do have that luxury, and even those who have to work to earn a living, but have some flexibility in terms of how much we can work and when, the choices we make regarding our careers can be critical factors that come into play during our divorces. To learn more, schedule your free consultation with one of the experienced divorce lawyers at Women’s Divorce & Family Law Group today.
100 Saunders Rd.
Lake Forest, IL 60045
3333 Warrenville Rd.
Lisle, IL 60532
77 W. Wacker Drive
Chicago, IL 60601
Copyright 2019 | Women’s Divorce & Family Law by Haid and Teich LLP. | NUVEW All rights reserved
Attorney Advertising. This information is designed for general information only. The information presented should not be construed to be formal legal advice nor the formation of a lawyer/client relationship. Past results and testimonials are not a guarantee, warranty, or prediction of the outcome of your case, and should not be construed as such. Past results cannot guarantee future performance. Any result in a single case is not meant to create an expectation of similar results in future matters because each case involves many different factors, therefore, results will differ on a case-by-case basis. By providing certain contact information herein, you are expressly authorizing the recipient of this message to contact you via the methods of communication provided. By providing certain contact information herein, you are expressly authorizing the recipient of this message to contact you via the methods of communication provided.
How did we do?
Note: Your review may be shared publicly.