Global working parents report

Working parents today confront 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 explore these issues, Remote surveyed 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 — to pinpoint the workplace challenges they face and how employers globally can better meet their needs. All respondents held white-collar "desk jobs" and had at least one child under five. Respondents in each region were evenly divided between fully remote, hybrid and in-office working arrangements.

Global parental leave policy findings

Our analysis reveals notable differences in how working setups — fully remote, hybrid or fully in-office — affect finances, career choices and overall work-life balance across regions. It also highlights where employers and communities can make the biggest difference to give working parents a fair chance to succeed at work.

Belgium working parents analysis

Belgian working parents are increasingly seeking flexible working options, but our survey shows employers are slow to adapt. As many Belgian firms hire to expand their teams, the lack of real support for remote work is holding parents back.

Remote’s survey of 617 Belgian working parents found that 71% would think about leaving their job if remote work options were tightened — a clear signal that more adaptable policies are needed to help parents balance work and family.

The survey also exposes the financial and logistical strain on Belgian parents. On average they spend about 700 euros per week on childcare — covering daycare, transport and babysitting — a figure considerably higher than nearby France, where the average is 492 euros per week.

Key findings include:

• Impact of return-to-office policies: 73% of parents have thought about quitting or encouraged their partner to do so because managing childcare during work hours has become too difficult.

• Negative workplace feedback: Over two thirds (77%) of parents reported receiving negative feedback or being reprimanded for taking unplanned time off to care for a sick child or when daycare closed.

• Seeking balance: 82% of parents are thinking about reducing their hours so they can strike a better balance between family time, childcare costs and paid work.

These results underline an urgent need for better work-life balance solutions for Belgian working parents. Only 26% of respondents are fully satisfied with their current childcare arrangements, highlighting demand for more flexible options.

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Finland working parents analysis

With Finnish businesses facing a chronic skilled labour shortage, better support for working parents could help address the gap. Yet Remote’s survey of 601 Finnish parents shows many feel pressured by the demands of juggling work and family.

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.

Additional key findings include:

• Increased costs and pay cuts: 75% of parents have taken pay cuts or reduced hours because of limited childcare options. The same proportion feel that more office days would raise their costs.

• Workplace discrimination: 55% of parents feel discriminated against or passed over for promotions, and 74% have received negative feedback for taking unplanned time off to care for their children.

• Negative impact of return-to-office policies:77% of parents said post-COVID return-to-office policies have affected them negatively, with over 70% considering quitting if required to be in the office more days.

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 working parents analysis

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.

Additional key findings include:

• The impact of workplace policies on family life: 71% of parents say mandatory return-to-office policies have had a negative effect. Nearly as many (70.5%) said they have encouraged their partner to quit to manage childcare, and 64.5% have considered resigning themselves.

• Need for flexibility and discrimination concerns: 73% of parents have requested flexible working from their employers. More than half say they’ve felt discriminated against or overlooked for promotion because of their parental status.

The survey also finds 86% of respondents believe stronger laws and regulations are needed to support working parents, and 81% think the government should provide more funding for childcare and subsidised places.

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Germany working parents analysis

Despite ongoing debate and political moves about part-time and flexible work to tackle skills shortages, many German parents experience a different reality. Remote’s survey of 1,507 German parents highlights a clear need for more tangible support. ‘Fake flexibility’ persists

The survey shows that although 84% of respondents say their employers endorse flexible work and allow childcare to be scheduled around the working day, there are important gaps:

• 71% of German parents report experiencing 'fake flexibility' from employers, including broken promises about remote work and flexible hours.

• 79% felt overlooked for promotions or opportunities at work because they are working parents.

• 76% experienced negative consequences from return-to-office policies, with 92% considering changing jobs if forced to be in the office more often.

• 76% felt guilty or anxious when requesting time off for childcare needs.

• 69% have been reprimanded or received negative feedback for taking unplanned time off to care for a sick child or because daycare was closed.

Additionally, 70% of respondents have encouraged their partner to quit or cut hours due to childcare challenges, and 76% have taken a pay cut or reduced their hours for the same reason.

Flexibility is now 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 and policy needs

Despite recent measures guaranteeing childcare after 12 months, many parents still struggle to secure suitable childcare. In the survey 70% said they have encouraged their partner to quit their job, 76% have taken a pay cut or reduced hours, and 78% believe the government must do more to support childcare facilities with better provision and more places. Additionally, 83% want laws that better enable flexible work for parents.

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Hong Kong working parents analysis

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 A large 86% of working parents agree that fully remote work benefits their mental health the most, while 74% say hybrid arrangements also help. However, nearly 87% feel they’re offered “fake flexibility” despite policies claiming to be flexible. More than 43% worry that requesting flexible work could risk their job, highlighting the need for employers to implement and accept flexible arrangements properly.

Challenges in implementation: Although 42.1% say their employers have introduced flexible working, 88.9% still feel overlooked for promotions because they are working parents. Additionally, 87.6% have considered quitting due to a lack of affordable childcare during working hours.

Impact on job decisions: The financial and emotional toll of childcare is clear: 88.8% have taken a pay cut or reduced hours because affordable childcare isn’t available. Furthermore, 87% feel guilty or anxious when they need time off to care for their children.

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Netherlands working parents analysis

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.

Additional key findings from the survey include:

• Impact of return-to-office policies: 65% of working parents considered quitting their job or encouraged their partner to do so because return-to-office pressures increased.

• Negative workplace feedback: 68% of parents reported receiving negative feedback or being reprimanded for taking unplanned time off to care for a sick child or because daycare closed.

Only 28% of respondents are fully satisfied with current childcare arrangements, with most seeking improvements. Flexible working arrangements rank second only to salary when choosing a job: men prioritise job security and commute length, while women place greater emphasis on flexibility.

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Singapore working parents analysis

Remote’s survey of 1,000 working parents in Singapore shows how flexible working affects family planning and work-life balance. With Singapore’s historically low birth rate becoming a national concern, 89.7% of working parents say flexible working would increase their chances of having more children. As the Government prepares Tripartite Guidelines for Flexible Work Arrangements (FWAs) by year’s end, employers’ support for parents will be more important than ever. Key findings include:

Support for flexible work

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.

Challenges in implementation

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.

Impact 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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South Korea working parents analysis

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 respondents said flexible working arrangements are crucial to their decision to stay in their job.

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

• Almost three in four parents (72%) have felt the negative effects of return-to-office policies on their work-life balance, with men slightly more likely to have changed jobs because of these mandates (37% men vs 32% women).

Financial strain influences significant life decisions for working parents.

• 58% of parents have considered leaving their jobs because of insufficient work flexibility affecting childcare.

• Women are especially affected: 35% are likely to reduce hours to manage childcare, compared with 25% of men.

• Remote workers report the greatest ability to balance work and family without cutting finances: only 28% say they had to adjust their budget for childcare, versus 45% of in-office workers.

Childcare costs are a key consideration 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 work primarily for childcare affordability, indicating mothers and fathers share similar financial responsibility for childcare needs.

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Spain working parents analysis

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 choosing a job, 42.42% of Spanish working parents prioritise flexible hours, followed closely by pay at 41.82% and remote working policies at 25.75%. Flexibility in hours has become more important than remote work itself, showing a preference for adaptable schedules over location-based flexibility. Flexible work matters so much that 49.47% would consider leaving their job if required in-office days increased; 19.41% would contemplate resigning even without another job lined up.

Additional findings include:

• Support for flexible work:80.24% of Spanish workers report their companies fully support flexible working, helping them organise childcare around the working day. Among those with flexible patterns, 27.45% say it helps them manage household duties better and 27.15% feel it lets them be more present for their children.

• Acceptance of flexible work proposals: More than 68% have proposed flexible arrangements to their employers, but only 43% say those proposals 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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Sweden working parents analysis

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 when requesting time off for childcare, and 79.40% have been reprimanded for taking unplanned time off to care for a sick child.

• Experiences of discrimination: 71.43% of parents feel discriminated against or overlooked for promotions because of their parental status.

• Return-to-office policies: 80% say return-to-office mandates have affected them negatively, with nearly 80% (79.40%) claiming they were offered "fake flexibility" or false promises of remote work and flex-time.

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 such as Finland, France, the UK, Germany, the Netherlands and the US, generous parental leave policies rank highly when job hunting — between 15% and 26% of respondents consider them most important. In Sweden, however, this option registers zero percent preference.

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United Kingdom working parents analysis

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.

Additional key findings from the survey include:

• Job dissatisfaction and sacrifices: 73% have accepted a pay cut or reduced hours because childcare is unaffordable, and 70% have stayed in an unhappy job to afford childcare.

• Negative workplace experiences: 63% of working parents say they have been reprimanded or received negative feedback for taking unplanned time off because their child was sick. Three quarters felt guilty or anxious taking time off for childcare, with working mothers (78%) more likely to feel guilty about unplanned childcare 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.

Flexible working hours are the top priority when considering a job: 37% prioritise flexible work, 35% prioritise pay, and 25% prioritise job security.

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United States working parents analysis

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.

The promises vs. realities of hybrid work

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.

• Hybrid workers report the highest dissatisfaction with work-life balance at 34%, compared with 31% for in-office and 29% for remote workers.

• Nearly two in five hybrid workers (39.8%) say they have had to cut hours or accept pay cuts because childcare costs during work hours have risen sharply, 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 manage childcare but find schedules too rigid, nearly matching the 23.2% of in-office workers facing similar constraints.

The financial and emotional toll of work ‘flexibility’

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’ve encouraged their partners to quit 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 working parents report missing key family moments — such as tucking children into bed — at least three days a week on average, compared with 68.8% of in-office parents.

Family planning pressures: A universal challenge

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

• Nearly one in five parents across all work models have considered sending young children to school earlier to manage high childcare costs, a challenge that spans work arrangements.

• Almost one in four parents have delayed or are reconsidering having more children because of job demands, with the smallest impact among remote workers (22% remote vs 25% hybrid and 27% in-office), suggesting remote roles may offer slightly more confidence in balancing work and family.

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Conclusion

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.