This study examines the work-life experiences of soloists, single employees without caregiving responsibilities, a demographic often overlooked in workplace research. Drawing from 12 semi-structured interviews, this qualitative research explores whether soloists experience adverse outcomes related to their identity and how these outcomes impact organizational dynamics. Using work-life fit (WLF) theory as a framework, the study identifies themes of marginalization, low perceived support, and psychological disengagement, which cascade into personal and professional challenges. Key findings highlight systemic biases in workplace policies and practices, including exclusion from benefits and support systems designed for traditional family structures, heightened workload expectations, and limited organizational recognition. Soloists report feelings of isolation, diminished job satisfaction, and burnout stemming from unequal standards of fairness and leniency. Despite facing these challenges, participants often remain highly conscientious, further compounding their workload and stress. This research contributes to WLF literature by addressing gaps in understanding the experiences of nontraditional employee groups. It frames soloists as a marginalized workforce minority, extending singlism into workplace contexts. Additionally, it offers actionable insights for creating inclusive organizational policies, such as broadening leave benefits to include “chosen family” and training leaders to mitigate biases that disproportionately burden soloists. By opening the aperture to the unique challenges faced by soloists, this study underscores the importance of developing equitable workplace practices that support diverse employee needs, ultimately enhancing engagement, well-being, and organizational outcomes.
