Report on working parents worldwide

Today’s parents who work are confronted by a distinct combination of pressures

Working parents across the globe are still navigating the challenge of balancing job duties with raising children. With return-to-office mandates, rising inflation and higher living costs worldwide, the financial and emotional weight of childcare has intensified.

To investigate this, 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 — to illuminate the specific workplace challenges they encounter and how employers worldwide can provide better support. All respondents held white-collar "desk jobs" and had at least one child under five years old. In every region, respondents were evenly divided among fully remote, hybrid and in-office working arrangements.

Findings on global parental leave policy

Our analysis exposes wide differences in how fully remote, hybrid, and fully in-office setups affect finances, career choices, and overall work–life balance across regions. It also highlights where employers and communities can most effectively act to give working parents a fair chance to thrive at work.

Belgium working parents: analysis

Working parents in Belgium are increasingly seeking flexible schedules, yet our survey shows employers are slow to meet those needs. As many Belgian firms recruit to grow their teams, inadequate support for remote work remains a barrier.

Remote’s survey of 617 Belgian working parents found that 71% would consider leaving their job if remote-work options were tightened. This result emphasises the pressing need for more flexible workplace policies so parents can better manage work and family responsibilities.

The survey exposes the financial and logistical pressures Belgian parents face. On average, they spend about 700 euros per week on childcare — including daycare, transport and babysitting — a sum that is significantly higher than in neighbouring France, where the average is 492 euros per week.

Key findings include:

• Effect of return-to-office policies: 73% of parents have thought about quitting their job, or have encouraged their partner to do so, because of the strain of managing childcare during working hours.

• Negative feedback in the workplace: Over two-thirds (77%) of parents said they received negative feedback or were reprimanded after taking unplanned time off to care for a sick child or because daycare closed.

• Striving for balance: 82% of parents are considering reducing their working hours to achieve a better balance between family time, childcare costs and work.

These findings make clear the immediate need for stronger work-life balance measures to support working parents in Belgium. Only 26% of respondents are fully satisfied with their current childcare arrangements, which underlines the demand for more flexible work options.

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Analysis of Finland's working parents

As Finnish companies contend with a persistent skilled labour shortage, improved supports for working parents might help. However Remote’s survey of 601 Finnish parents indicates many feel strained by trying to meet both work and family obligations.

A majority of parents (80%) reported feeling guilty or anxious when they requested time off to address childcare needs. In numerous instances this concern appears justified: 55% say they have experienced discrimination or feel they were passed over for promotions or opportunities at work because they are a working parent.

Other notable findings include:

• Increased costs and pay cuts: 75% of parents have accepted pay cuts or reduced their hours because childcare options are insufficient. An equal share believe that more days in the office would raise their expenses.

• Workplace discrimination: More than half — 55% — of parents report feeling discriminated against or overlooked for promotions, while 74% say they have received negative feedback for taking unplanned time off to care for their children.

• Negative impact of return-to-office policies: 77% of parents reported that employers introduced post-COVID return-to-office policies which affected them adversely, with over 70% saying they would consider quitting their jobs if required to work additional office days.

Even with these difficulties, 87% of respondents say their employer supports flexible working, an essential factor in meeting childcare responsibilities. The survey also emphasises the need for stronger legal protections for working parents, with 82% calling for legislative improvements.

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Analysis of working parents in France

Despite government efforts, many French parents still struggle with high childcare costs and rigid workplace policies. Remote’s survey of 1,002 parents highlights the need for changes to help them balance work and family. The financial burden is significant—parents spend an average of €493 per week on daycare, transport and babysitting. As a result, 74% reported cutting essential expenses such as healthcare, groceries and utilities to afford childcare, and 80% said increased in-office work would further raise their childcare costs. The financial burden of childcare is a major issue facing French parents, who spend an average of €493 per week on related costs, such as daycare, transportation, and babysitting. This expense forces many families to make difficult financial decisions, impacting their overall quality of life. In the survey, 74% of parents reported cutting back on essential expenses like healthcare, groceries, and utilities to afford childcare. Additionally, 80% indicated that increased in-office work would further raise their childcare costs.

Other major findings are:

• How workplace policies affect family life: 71% of parents report having experienced negative effects from mandatory return-to-office policies. Almost as many parents (70.5%) report encouraging their partner to leave their job to manage childcare, and 64.5% have contemplated resigning themselves.

• Demand for flexible arrangements and concerns about discrimination: 73% of parents have asked their employer for flexible working arrangements. More than half also report feeling discriminated against or overlooked for promotions because of their parental status.

Survey results show that 86% of respondents think stronger laws and regulations are needed to support working parents, and 81% believe the government should increase funding for childcare institutions and offer subsidised options.

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Analysis of working parents in Germany

Although policymakers and stakeholders continue to debate and act on part-time and flexible work as remedies for the national skills shortfall, many German parents encounter a different reality. Remote’s survey of 1,507 German parents underscores the urgent need for stronger support. ‘Fake flexibility’ remains prevalent

Survey findings show that although 84% of respondents say their employers endorse flexible work, permitting them to organise childcare around the workday, closer inspection exposes major shortcomings:

• 71% of German parents say they have encountered 'fake flexibility' from employers, such as unfulfilled promises of remote work or flexible schedules.

• 79% reported feeling passed over for promotions or opportunities at work because they are working parents.

• 76% experienced adverse effects due to return-to-office mandates, and 92% would contemplate changing jobs if required to be in the office more frequently.

• 76% reported feeling guilty or anxious when they requested time off to meet childcare needs.

• 69% say they have been reprimanded or given negative feedback after taking unplanned leave to care for a sick child or because of daycare closures.

Additionally, 70% of respondents have urged their partner to quit or cut back hours because of childcare challenges, and 76% have accepted a pay cut or reduced their own hours for the same reason.

Flexibility has become parents’ top priority

Working parents indicated that, when selecting an employer, flexibility now ranks first among their considerations:

• Flexible work hours (35%)

• Job security (28%)

• Pay (28%)

• Childcare services/stipend (26.4%)

• Remote working policies (26.1%)

Government and policy priorities

Even with recent measures that guarantee childcare after 12 months, many parents continue to struggle to find suitable care. In the survey, 70% of parents reported encouraging their partner to leave work, 76% said they took a pay cut or reduced their hours themselves, and 78% think the government should do more to bolster childcare providers with improved resources and increased capacity. Additionally, 83% want legislation that more effectively enables flexible work arrangements for working parents.

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Hong Kong working parents overview

Remote’s survey of 1,002 Hong Kong working parents underscores the acute demand for flexible work options to balance jobs and parenting. The findings show that arrangements like hybrid or remote work are valued more highly than career prospects or a 10% pay increase. Key findings include:

Support for flexible work A substantial 86% agree that full-time remote work benefits their mental health most, while 74% say hybrid arrangements also have a positive impact. However, nearly 87% feel they were offered "fake flexibility" despite formal policies. More than 43% are anxious that requesting flexible arrangements could risk their job, underscoring the need for better implementation and acceptance by employers. More than 43% of working parents feel anxious that requesting flexible work arrangements could lead to job loss, underscoring the need for better implementation and acceptance of flexible work policies by employers.

Challenges with implementation: Although 42.1% of respondents report their employers have introduced flexible working arrangements, 88.9% say they are overlooked for promotions or other opportunities because they are working parents. Moreover, 87.6% have contemplated leaving their jobs due to the absence of affordable childcare during working hours.

Effects on job decisions: The financial and emotional strain of childcare is clear, with 88.8% of respondents reporting they have taken a pay cut or reduced their working hours because affordable childcare options are lacking. In addition, 87% of working parents feel guilty and anxious when they request time off to care for their children.

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Analysis of working parents in the Netherlands

As many Dutch companies expand and recruit, working parents still face barriers to full participation in the labour market. Remote’s survey of 1,007 found that over 71% of Dutch parents would consider leaving if remote-work options were restricted, and nearly 19% encountered resistance when requesting flexible arrangements. Seventy-six percent are contemplating reducing hours to better balance family time, childcare costs and work responsibilities.

As in many countries, Dutch parents report that childcare costs are a major concern, with average spending around €723 per week. That is substantially higher than in some other places, such as France, where the average weekly cost is €492.

Other notable takeaways from the survey are:

• Effect of return-to-office policies: 65% of working parents considered resigning or encouraged their partner to resign as a result of increased pressure from return-to-office policies.

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

Just 28% of respondents say they are completely satisfied with their current childcare arrangements, while most want improvements or substantial change. When choosing a job, flexible working arrangements rank second only to salary; men tend to prioritise job security and commute length, whereas women place greater importance on flexibility.

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Analysis of Singapore's working parents

Remote’s survey of 1,000 working parents in Singapore highlights how flexible working arrangements shape family planning and work–life balance. With Singapore’s historically low birth rate becoming a national issue, 89.7% of working parents indicate that access to flexible working options would increase their likelihood of having additional children. As the Government prepares to implement the Tripartite Guidelines for Flexible Work Arrangements (FWAs) by the end of the year, employers’ support for working parents and efforts to raise the birth rate are more important than ever. Key findings include:

Support for flexible working

With nearly nine in ten parents saying flexible working would make them more likely to have another child, the survey highlights the significant influence employers have over family planning decisions. It also found that 81% of working parents agree that flexible, remote, and hybrid work options are most helpful for juggling career and parenting responsibilities.

Challenges in implementing

Although 56.4% said employers accepted their flexible working requests, 82.1% reported being offered ‘fake flexibility’. This gap between policy and practice points to a need for better enforcement and follow-through.

Impact on job-related decisions

Childcare’s financial and emotional burdens have prompted 82.8% of respondents to consider quitting due to a lack of affordable care during working hours. Additionally, 87.3% thought about leaving their jobs if asked to work more days in the office, underscoring the role of flexible work in retaining staff.

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South Korea: analysis of working parents

In South Korea, balancing career and parenting continues to present major challenges. Remote’s survey of 1,005 white-collar workers highlights the critical need for flexible working arrangements.

Flexible work arrangements are essential for South Korea's working parents, determining whether they can juggle childcare, school and other family duties.

• 44% of respondents said flexible work arrangements are vital when deciding to remain in their current position.

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

• Almost 72% of parents reported that return-to-office policies have harmed their work-life balance, and men were slightly more likely to have changed jobs because of those policies—37% versus 32% for women.

Financial pressure shapes major life choices for working parents.

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

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

• Remote workers report the greatest ability to combine work and family without financial sacrifice: only 28% said they needed to alter their childcare budget, compared with 45% of in-office workers.

Childcare expenses are a primary concern for working parents.

• While 36% of respondents work primarily to afford childcare, remote workers view childcare as a less dominant career driver at 30%, compared with 35% for hybrid and 40% for in-office workers, suggesting remote roles may better help balance childcare costs with career goals.

• 39% of men vs. 34% of women work primarily to make childcare affordable, indicating that mothers and fathers share a similar sense of financial responsibility for childcare needs.

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Analysis of working parents in Spain

Remote’s survey of 1,002 Spanish working parents shows that flexible working hours and remote-work policies have become top priorities alongside pay. This shift reflects a broader move toward adaptable work–life models, with flexibility now a non-negotiable requirement for many.

When choosing a job, 42.42% of Spanish working parents prioritise flexible working hours, followed by pay at 41.82%, and remote-working policies at 25.75%. Flexibility in hours now matters more than remote work alone. Flexible arrangements are so important that 49.47% would consider leaving if required to be in the office more days, and 19.41% would contemplate resigning even without another job lined up, underscoring flexibility’s central role. Flexible work is so crucial that 49.47% of respondents would consider leaving their job if the number of required in-office days increased. Notably, 19.41% would contemplate resigning even without having another job secured, underscoring the importance of flexibility in their professional lives.

Other key findings include:

• Employer support for flexible working: A substantial 80.24% of Spanish employees say their organisations fully back flexible working, offering assistance to organise childcare around their work hours. Among those on flexible schedules, 27.45% report improved management of household responsibilities, and 27.15% indicate it enables them to be more present as parents when their children need them.

• Flexible work proposals and acceptance: More than 68% of participants have proposed flexible work arrangements to their employers, but only 43% report those arrangements were accepted.

Although regulations aim to help parents, 84.23% believe national laws on flexible work should be strengthened. Furthermore, 74.15% say childcare support exists but remains hard to access.

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Analysis of working parents in Sweden

As return-to-office mandates rise and calls for greater flexibility grow louder, Swedish working parents face mounting challenges in balancing work and family. Remote’s survey of 602 Swedish parents highlights how crucial flexible work is and the toll that inflexibility takes on daily life.

In the survey, 80% of parents said they accepted a pay cut or reduced hours to better balance childcare and work, and 83% have considered cutting hours to 80%. Despite Sweden’s comparatively low childcare fees, inflexible workplace rules and negative employer attitudes still undermine parents’ mental health and career advancement. Additional key findings:

• Mental health impact: 80.56% report feeling guilt or anxiety when they request time off for childcare, and 79.40% say they have been reprimanded after taking unplanned leave to care for a sick child.

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

• Return-to-office policies: 80% report that return-to-office mandates have affected them negatively, and nearly 80% (79.40%) state they were offered "fake flexibility" or empty promises about remote work and flex-time.

Nearly 70% of respondents felt their current arrangements could be improved with modest changes, with flexible working ranking as a top priority for many parents. The survey further indicates that 82.39% of parents believe stronger laws and regulations are needed to support flexible working, and 78.57% have filed flexible working requests, most of which were accepted.

In other countries such as Finland, France, the United Kingdom, Germany, the Netherlands and the United States, generous parental leave policies rank highly when job hunting—between 15% and 26% of respondents cite them as most important. In Sweden, however, this option received zero percent preference.

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Analysis of working parents in the United Kingdom

With the UK confronting a widening skills shortfall, parents in employment represent an essential but underused talent pool. Remote’s survey of 1,501 mums and dads shows that, despite government programmes, UK working parents still encounter barriers to fully participating in the workforce.

More than two thirds (70%) of UK working parents said they have quit or considered quitting because childcare is unaffordable. Financial strain is significant, with over half reporting childcare costs exceeding £1,600 per month — about 25% more than average rent in England.

Other key findings from the survey include:

• Job dissatisfaction and sacrifices: Because childcare is unaffordable, 73% have taken a pay cut or reduced their hours, while 70% have remained in unhappy jobs so they can afford childcare.

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

Even with the Flexible Work Act coming into force in April, broken promises of flexible or remote working are creating extra costs for parents. In the survey, 65% of working parents said they had been offered 'fake flexibility' at work, resulting in unexpected childcare expenses. Return‑to‑office mandates are a particular concern, with 73% of working parents fearing childcare costs would rise if more days in the office were required.

Flexible working hours come first for working parents when assessing a job, with 37% prioritising flexible work, 35% prioritising pay, and 25% prioritising job security.

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United States analysis of working parents

In the United States, flexible models like remote and hybrid work promised better balance for parents. Remote’s survey of 2,001 working parents across the country, however, reveals that managing a career alongside young children remains complex amid rising inflation and higher living costs.

The promises and realities of hybrid work

The data show that hybrid models, often promoted as the ideal mix of remote and office work, frequently fall short—hybrid workers face some of the toughest challenges.

• Hybrid employees show the greatest dissatisfaction with work-life balance at 34%, exceeding in-office (31%) and remote workers (29%).

• Almost two in five hybrid workers (39.8%) report they have reduced hours or accepted pay cuts because childcare costs during work hours have climbed, compared with 31.3% of remote and 30.6% of in-office parents.

• A share of 21.8% of hybrid workers want to increase remote days to handle childcare but describe schedules as too rigid, almost matching the 23.2% of fully in-office workers with comparable restrictions.

The financial and emotional cost of work ‘flexibility’

Nearly one in three families spend over $900 a week on childcare during work hours, forcing parents to make hard choices to manage the financial and emotional burden of juggling work and family.

• A total of 40.2% of hybrid and 38.7% of remote working parents report cutting spending on essentials, such as groceries, healthcare visits, and utilities, to cover childcare during work hours. In-office workers trail slightly at 36.4%.

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

• Despite commitments to flexibility, a striking 77.9% of remote and 71.8% of hybrid working parents say they miss important family moments—like tucking their children into bed—on average at least three days a week because of work, surpassing the 68.8% reported by in-office parents.

Family planning pressures: a universal challenge

Across work models, one constant is clear: it is both costly and difficult to be a working parent in the United States.

• Almost one in five parents across all work patterns have thought about sending their young children to school earlier to offset high childcare costs, highlighting a shared difficulty regardless of work arrangement.

• Almost one in four parents have postponed or are re-evaluating plans to have more children because of job demands, with the smallest effect among remote workers (22% remote vs. 25% hybrid and 27% in-office), suggesting that, despite financial strain, remote positions can instil greater confidence in balancing career and family.

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Concluding remarks

The findings from this extensive survey emphasise the need for tailored, flexible workplace policies that reflect the diverse circumstances of working parents worldwide. By outlining shared challenges and regional differences, Remote intends to stimulate discussion and encourage policy reforms that make workplaces more inclusive and supportive for parents everywhere.