Global working parents report

Working parents today deal with a distinct set of pressures

Parents with jobs worldwide are juggling career responsibilities and family life. With more companies asking staff back in the office, rising inflation and the higher cost of living, the monetary and emotional strain of childcare has become more intense than before.

To find out, Remote ran a global survey of 13,850 working parents across 13 regions — the United States, United Kingdom, France, Germany, Sweden, the Netherlands, Spain, Finland, Belgium, Singapore, Australia, Hong Kong, and South Korea — aiming to map the specific work challenges they encounter and how employers worldwide could better support them. All participants held white collar "desk jobs" and had at least one child under five years old. In every region, respondents were divided evenly between fully remote, hybrid and in-office work arrangements.

Findings on global parental leave policy

The analysis shows marked differences in how working arrangements — fully remote, hybrid or fully in-office — influence finances, career choices and overall work–life balance across regions. It also identifies where employers and communities can have the greatest impact in giving working parents the best chance to succeed in the workplace.

Analysis of working parents in Belgium

Working parents in Belgium are increasingly seeking flexible ways of working, but our survey shows employers are slow to adapt. As many Belgian firms look to grow their teams, limited support for remote options remains a barrier.

According to Remote’s survey of 617 Belgian working parents, 71% would consider leaving their job if remote work options became stricter. This underlines the urgent need for more adaptable workplace policies to help parents balance work and family responsibilities.

The survey highlights the financial and practical strain on parents in Belgium. On average they spend about 700 euros per week on childcare — covering daycare, transport and babysitting — a noticeably higher amount than in nearby France, where the average is 492 euros per week.

Key findings:

• Impact of return-to-office policies: 73% of parents said they’d thought about leaving their job—or had encouraged their partner to—because juggling childcare during working hours creates intolerable pressure.

• Negative workplace feedback: Over two-thirds (77%) of parents reported receiving negative feedback or being reprimanded after taking unplanned leave to care for a sick child or because daycare centres closed.

• Seeking balance: 82% of parents are weighing up reducing their hours to better balance family time, childcare costs and work.

The results point to an urgent need for stronger work–life balance measures to support working parents in Belgium. Just 26% of respondents say they are fully satisfied with their current childcare arrangements, emphasising the demand for more flexible working options.

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Analysis of working parents in Finland

As Finnish firms contend with a persistent skilled labour shortage, bolstering support for working parents might help. However, Remote’s survey of 601 Finnish parents shows many feel pressured trying to juggle paid work and family responsibilities.

A majority (80%) said they’ve felt guilty or anxious when asking for time off for childcare. In many cases that concern is backed by experience: 55% feel they’ve been discriminated against or overlooked for promotion because they are a working parent.

Other key findings include:

• Rising costs and pay reductions: 75% of parents have accepted pay cuts or reduced their hours because childcare options are limited. The same percentage say additional office days would push up their expenses.

• Discrimination at work: 55% of parents believe they’re discriminated against or passed over for promotions, while 74% report receiving negative feedback after taking unplanned time off to care for their children.

• Negative effects of return-to-office policies: 77% of parents reported their employers implemented post-COVID return-to-office policies that affected them adversely, and over 70% would consider quitting their jobs if required to spend more days in the office.

Despite these pressures, 87% recognise their employer’s support for flexible work as vital for managing childcare. The survey also underlines the need for better legislation, with 82% calling for stronger legal protections for working parents.

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France: analysis of working parents

Despite government efforts, many French parents still struggle with steep childcare costs and inflexible workplace practices. Remote’s survey of 1,002 parents highlights the need for changes to help them juggle work and family obligations. Childcare is a major financial strain: French parents spend on average €493 per week on daycare, transport and babysitters. That pressure leads 74% to cut essential spending such as healthcare, groceries and utilities to afford childcare. Also, 80% said that more days in the office would further increase their childcare costs.

Other notable findings:

• How workplace policies affect family life: 71% of parents report negative effects from mandatory return-to-office policies. Almost as many parents (70.5%) say they encouraged their partner to quit their job to manage childcare, and 64.5% have considered resigning themselves.

• Need for flexible arrangements and concerns about discrimination: 73% of parents have lodged flexible working requests with their employers. More than half say they have felt discriminated against or overlooked for promotions because of their parental status.

The survey finds 86% of respondents believe more comprehensive laws and regulations are needed to support working parents, and 81% think the government should do more to fund childcare institutions and provide subsidised options.

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Analysis of working parents in Germany

Although policymakers continue to debate part-time and flexible work as a way to ease the skills shortage, the experience of many German parents tells a different story. Remote’s survey of 1,507 German parents underlines a clear need for stronger support. ‘Fake flexibility’ persists

Survey results show that 84% of respondents believe their employers support flexible working and can arrange childcare around their workday, yet a closer look exposes notable gaps:

• 71% of German parents say they've encountered 'fake flexibility' from employers, including promises of remote work or flexible hours that didn’t happen.

• 79% said they were passed over for promotions or other opportunities at work because they are working parents.

• 76% reported adverse effects from return-to-office policies, and 92% would consider changing jobs if forced to be in the office more often.

• 76% felt guilty or anxious when asking for time off to meet childcare needs.

• 69% said they were reprimanded or given negative feedback after taking unplanned leave to care for a sick child or because daycare closed.

Furthermore, 70% have encouraged their partner to quit or cut their hours due to childcare pressures, and 76% have themselves taken a pay cut or reduced hours for the same reason.

Flexibility has become parents’ top priority

Working parents told us that when choosing an employer, flexibility is now their number one consideration:

• Flexible working hours (35%)

• Job security (28%)

• Pay (28%)

• Childcare services/stipend (26.4%)

• Remote working policies (26.1%)

Government action and policy needs

Even with recent measures guaranteeing childcare after 12 months, many parents still struggle to secure appropriate care. The survey found 70% have encouraged their partner to quit their job, 76% have accepted a pay cut or reduced their working hours, and 78% say the government must do more to support childcare providers with better facilities and more places. Additionally, 83% want laws that better enable flexible work arrangements for working parents.

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Analysis of working parents in Hong Kong

Remote’s survey of 1,002 Hong Kong parents shows a strong need for flexible work to balance careers and parenting. Flexible arrangements like hybrid or remote work are valued more highly than career progression or a 10% pay rise. Key findings include:

Support for flexible work 86% of working parents say fully remote roles make the biggest positive difference to their mental health, and 74% report hybrid arrangements also help. Yet almost 87% say the flexible work their employer offers is “fake flexibility” despite official policies. More than 43% of working parents worry that asking for flexible arrangements might put their job at risk, highlighting the need for employers to implement and accept flexible policies properly.

Challenges in implementing flexible work: Although 42.1% say their employer has put flexible working arrangements in place, 88.9% still feel passed over for promotions or other opportunities because they are working parents. A further 87.6% have thought about leaving their job because affordable childcare isn't available during work hours.

How childcare affects work choices: The cost and strain of childcare are clear: 88.8% report they’ve had to accept a pay cut or cut back their hours because affordable childcare isn't available. Also, 87% of working parents feel guilty and anxious about asking for time off to care for their children.

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Analysis of working parents in the Netherlands

As firms in the Netherlands look to hire and expand, Remote’s survey of 1,007 shows parents still struggle to stay in the workforce. Over 71% would consider quitting if remote options were tightened, and nearly 19% hit resistance when requesting flexible hours. In total, 76% are thinking of cutting hours to better balance family, childcare costs and work.

Like other countries, Dutch parents say childcare costs are a key problem — averaging €723 per week, far above France’s €492 weekly average.

Further key findings from the survey include:

• How return-to-office policies affect parents: 65% of working parents said they thought about leaving their job, or urged their partner to do the same, because of greater pressure from return-to-office policies.

• Reports of negative feedback at work: 68% of parents said they’d received negative feedback or been reprimanded for taking unplanned leave to care for a sick child or because of childcare closures.

Just 28% of respondents say they’re completely satisfied with their current childcare arrangements, while most want improvements or substantial change. When choosing a role, flexible working arrangements come second only to salary; men tend to emphasise job security and commute time, whereas women give greater weight to flexibility.

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Analysis of working parents in Singapore

Remote’s survey of 1,000 working parents in Singapore examines how flexible work arrangements affect family planning and work-life balance. With Singapore’s historically low birth rate becoming a national concern, 89.7% of working parents report that flexible working arrangements would make them more likely to have additional children. As the Government moves to roll out the Tripartite Guidelines for Flexible Work Arrangements (FWAs) before year’s end, employers’ role in supporting working parents and lifting the birth rate is more important than ever. Key findings include:

Support for flexible working

With almost nine in ten saying they’d consider more children if offered flexible work, employers have a clear influence on family decisions. The survey also found 81% agree that flexible, remote and hybrid options help balance career and parenting responsibilities.

Implementation challenges

Although 56.4% said employers accepted flexible working requests, 82.1% feel they received “fake flexibility.” This gap between policy and practice highlights the need for better roll‑out of flexible work measures.

Effect on job decisions

The financial and emotional pressures drive 82.8% to consider quitting because of unaffordable childcare during work hours. Also, 87.3% said they’d consider leaving if required to work more days in the office, showing how vital flexible work is to retention.

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Analysis of working parents in South Korea

In South Korea, balancing career and parenting remains a serious challenge. Remote’s survey of 1,005 white‑collar parents emphasises the urgent need for flexible working arrangements.

Flexibility in work arrangements is not just a preference but a crucial factor for job retention among South Korean working parents, to enable them to balance childcare, school, and other family responsibilities.

• 44% of all respondents said flexible working arrangements are essential to their decision to remain in their role.

• Remote workers reported the highest satisfaction with work-life balance, at 65%, versus 58% for hybrid staff and 49% for in-office workers.

• Almost three in four parents (72%) reported that return-to-office policies harmed their work-life balance; men were marginally more likely to change jobs over these policies, at 37% compared with 32% of women.

Financial strain affects major life choices for working parents.

• 58% of parents have thought about quitting their job because limited work flexibility makes childcare unmanageable.

• Women are especially impacted: 35% are likely to cut their hours to cope with childcare, versus 25% of men.

• Remote workers say they are best able to juggle work and family without financial trade-offs — only 28% say they'd need to alter their childcare budget, compared with 45% of in-office staff.

Childcare costs remain a primary concern for working parents.

• While 36% of respondents work mainly to afford childcare, remote workers cite childcare as a less dominant career driver (30%) than hybrid (35%) or in‑office workers (40%), suggesting remote roles can ease some financial pressure.

• 39% of men versus 34% of women say they work mainly because childcare must be affordable, suggesting mothers and fathers carry a comparable financial responsibility for childcare.

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Analysis of working parents in Spain

Remote’s survey of 1,002 Spanish parents shows flexible hours and remote policies are now top job priorities alongside pay. This reflects a wider shift towards adaptable work models where flexibility has become essential.

When deciding on employment, 42.42% of Spanish working parents place flexible working hours first, with pay close behind at 41.82%, and remote working policies at 25.75%. Preference for adjustable hours now outweighs remote work per se, showing a clear tilt towards schedule adaptability rather than only location-based flexibility. Flexible arrangements are critical: 49.47% say they would consider leaving their job if required in-office days increased. Importantly, 19.41% would think about resigning without another position lined up, emphasising how vital flexibility is to their careers.

Other findings include:

• Support for flexible work: A significant 80.24% of Spanish workers say their employers fully back flexible working and help them organise childcare around their workday. Of those using flexible patterns, 27.45% report it helps them juggle household duties better, and 27.15% say it lets them be more present for their children when needed.

• Acceptance of flexible work proposals: More than 68% of respondents have asked their employers for flexible work arrangements, yet only 43% report those requests were accepted.

While regulations aim to support parents, 84.23% think there should be stronger national laws on flexible work. Moreover, 74.15% say childcare support exists but is hard to access.

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Analysis of working parents in Sweden

As return‑to‑office mandates rise and calls for flexibility grow, Swedish parents face tough choices balancing work and family. Remote’s survey of 602 Swedish parents highlights how critical flexible work is and the damaging effect of inflexible policies and negative employer attitudes.

In the survey, 80% of parents said they have accepted a pay cut or reduced hours to better balance childcare and work, and 83% have considered reducing hours to 80%. Despite Sweden’s relatively low childcare costs, inflexible work policies and negative employer attitudes still harm parents’ mental health and career prospects. Additional key findings:

• Mental health impact: 80.56% feel guilty or anxious about asking for time off to cover childcare, and 79.40% say they've been reprimanded for taking unplanned time off to care for a sick child.

• Experiences of discrimination: 71.43% of parents say they feel discriminated against or passed over for promotions because of their parental status.

• Return-to-office policies: 80% report return-to-office mandates have had a negative effect on them, with nearly 80% (79.40%) reporting they were given "fake flexibility"—false assurances of remote work or flexible hours.

Nearly 70% believe small adjustments could improve their setup, and flexible working is a top priority. The survey also shows 82.39% of parents want better laws to support flexible working, and 78.57% have submitted flexible working requests, most of which were accepted.

In other countries like Finland, France, the UK, Germany, the Netherlands, and the US, generous parental leave policies rank high among job search priorities—between 15% to 26% of respondents consider these options most important when job hunting. However, in Sweden, this option receives zero percent preference.

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Analysis of working parents in the United Kingdom

As the UK wrestles with a widening skills gap, working parents represent an underused talent pool. Remote’s survey of 1,501 parents shows that despite government measures, many still face barriers to full workforce participation.

More than two thirds (70%) of UK parents said they have quit or are thinking of quitting due to unaffordable childcare. Financial strain is stark: over half pay more than £1,600 per month for childcare — around 25% more than average rent in England.

Other principal findings from the survey are:

• Job dissatisfaction and trade-offs: 73% have accepted pay cuts or reduced their hours because childcare is unaffordable, and 70% have remained in an unhappy job to cover childcare costs.

• Negative workplace experiences: 63% of working parents report being reprimanded or given negative feedback at work after taking unplanned time off because their child was sick. Three quarters of respondents felt guilty or anxious about taking time off for childcare, with working mothers (78%) more likely to feel guilty over unplanned childcare related absences than working fathers (68%).

Despite the Flexible Work Act coming into force in April, false promises of flexible and remote work persist. In our survey 65% reported being offered ‘fake flexibility,’ leading to unplanned childcare costs. Return‑to‑office mandates worry many: 73% fear their childcare costs would rise if required in the office more often.

When choosing a role, working parents place the highest priority on flexible hours: 37% prioritising flexible work, 35% prioritising pay, and 25% prioritising job security.

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Analysis of working parents in the United States

In the US, remote and hybrid roles promise better balance, but Remote’s survey of 2,001 parents reveals a tougher reality. With rising inflation and living costs, balancing work and young children remains challenging even with some flexibility.

How hybrid work falls short of its promises

Data shows hybrid work — often hailed as the ideal mix of remote and office — can fall short, with hybrid employees facing some of the toughest challenges.

• Those in hybrid roles report the highest levels of dissatisfaction with work-life balance at 34%, higher than in-office (31%) and remote workers (29%).

• Almost two in five hybrid employees (39.8%) say they have had to reduce their hours or accept pay cuts because childcare costs during working hours have soared, compared with 31.3% of remote and 30.6% of in-office parents.

• 21.8% of hybrid workers want to work from home more often to better manage childcare but find their schedules too rigid, almost matching the 23.2% of fully in-office workers who face the same constraints.

Financial and emotional toll of ‘flexibility’ at work

Nearly one in three families spend over $900 weekly on childcare during working hours, forcing difficult trade‑offs to manage financial and emotional strain.

• 40.2% of hybrid and 38.7% of remote working parents report cutting spending on essentials — groceries, healthcare and utilities — to afford childcare during working hours, with in-office workers at 36.4%.

• 38% of remote and 37% of hybrid parents say they have encouraged their partners to quit their jobs to manage childcare, a view less common among in-office workers (28.8%).

• Despite promises of flexibility, 77.9% of remote and 71.8% of hybrid parents report missing important family moments, such as tucking their children into bed, on average three days a week or more because of work obligations, outpacing the 68.8% of in-office parents who report the same.

Family planning pressures are a shared challenge

Across work models, one consistent issue is the high cost and difficulty of parenting in the US.

• Almost one in five parents across all work models have considered sending their young children to school earlier to cope with high childcare costs, underscoring a common challenge regardless of work arrangement.

• Almost one in four parents have delayed or are reconsidering having more children due to job demands, with the least impact among remote workers (22% remote vs. 25% hybrid and 27% in-office), suggesting that despite financial pressures, remote roles may offer more confidence in balancing career and family.

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Final summary

The survey data shows a clear need for tailored, flexible policies that reflect the varied needs of working parents worldwide. By outlining common trends and country differences, Remote aims to spark discussion and encourage policy shifts that create more inclusive, supportive workplaces for parents everywhere.