When women GPs with additional caring responsibilities have access to a network for psychological and/or practical support from family, friends, childcare, then it reduces their likelihood of burnout, because it provides a buffer to competing demands.

However, when women GPs are responsible for dependent care (e.g. child rearing, looking after older parents) in addition to their role as GP, then they are more likely to experience chronic stress, burnout and leave general practice unplanned, because they are trying to meet conflicting demands.

When there is flexibility in appointment scheduling and role expectations for women GPs with dual caring roles, then their sense of career control, satisfaction and longevity may be improved, because they can better integrate professional and personal identities.

However, when role expectations or career development opportunities include work outside of contracted  hours and women GPs have existing care responsibilities, then they may be less likely or able to engage with  these opportunities, because their energy is already pulled in too many different directions.

When women GPs work part-time to fulfil caring duties at home, then they can experience systemic sexism at work and may be at greater risk of leaving general practice, because they are perceived to be ‘opting out’. Also, when women GPs work part-time, then they may still experience high workloads, work-life conflict, burnout and turnover intentions, because workplace expectations are not adjusted for part-time working.

However when male GPs experience high workload and work-related issues, then they are also likely to change their working patterns (e.g. working part-time or retiring early), because they too want a better work-life balance.

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