Global Working Parents Report

Working parents today encounter a distinct set of pressures

Parents in employment worldwide still struggle to juggle workplace duties with childcare. Against a backdrop of return-to-office directives, rising inflation and higher living costs, the financial and emotional weight of childcare has intensified.

To investigate, Remote carried out 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 identify the workplace challenges they face and how employers worldwide might better support them. All respondents held white-collar "desk jobs" and had at least one child under five years old. Each region’s participants were evenly split between fully remote, hybrid and in-office working arrangements.

Findings on global parental leave policies

Our analysis exposes large differences in how working arrangements — fully remote, hybrid or entirely office-based — affect household finances, career choices and overall work–life balance across regions. It also highlights where employers and local communities can make the most meaningful changes to help parents thrive at work.

Analysis of working parents in Belgium

Belgian parents increasingly want flexible hours, yet our survey shows employers are slow to adapt. As many Belgian firms expand their workforce, the lack of remote-work support remains a deterrent for parents seeking a sustainable work–family balance.

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

The findings reveal the heavy financial and logistical burden on Belgian parents. On average they spend around 700 euros per week on childcare — covering daycare, transport and babysitting — a sum notably higher than in nearby France, where the average is 492 euros per week.

Key findings include:

• Impact of return-to-office policies: 73% of parents have considered quitting, or encouraged their partner to quit, because managing childcare during working hours is too demanding.

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

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

These results underline the urgent need for improved work–life balance solutions to support Belgian parents. Only 26% of respondents are fully satisfied with their current childcare arrangements, highlighting demand for more flexible options.

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Analysis of working parents in Finland

With Finnish businesses facing a chronic skilled labour shortage, better support for working parents could be part of the solution. Yet Remote’s survey of 601 Finnish parents shows many feel the pressure of balancing work and family life.

A majority (80%) said they have felt guilty or anxious when asking for time off to care for children. In many instances this is justified: 55% feel they have faced discrimination or been overlooked for promotion because they are working parents.

Other key findings include:

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

• Workplace discrimination: 55% of parents feel discriminated against or overlooked for promotion, 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 their employers’ post-COVID return-to-office policies have affected them negatively, with over 70% considering quitting if required to work more office days.

Despite these pressures, 87% acknowledge employer support for flexible working, which is vital for managing childcare. The survey also shows strong demand for better legislation, with 82% calling for improved laws to help working parents.

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Analysis of working parents in France

Despite government efforts to aid working parents, many in France still grapple with high childcare expenses and rigid workplace policies. Remote’s survey of 1,002 working mums and dads highlights the changes needed to help them balance work and family life. Childcare costs are a significant concern: French parents spend on average €493 per week on daycare, travel and babysitting. This forces many households into difficult financial choices; 74% said they had cut essential spending such as healthcare, groceries and utilities to afford childcare. Furthermore, 80% believe that more in-office work would further increase their childcare costs.

Additional key findings are:

• Impact of workplace policies on family life: 71% of parents report experiencing negative effects from mandatory return-to-office policies. Nearly 70.5% have encouraged their partner to leave work to manage childcare, and 64.5% have considered resigning themselves.

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

The survey also finds widespread support for stronger legal protections: 86% want more comprehensive laws for working parents, and 81% expect the government to do more to fund childcare providers and increase subsidised options.

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Analysis of working parents in Germany

Although part-time and flexible work models are being discussed as a response to the skills shortage, many German parents experience a different reality. Remote’s survey of 1,507 German parents highlights the need for greater support. ‘Fake flexibility’ persists

The survey shows that while 84% feel their employer supports flexible working in principle, closer inspection reveals major shortfalls:

• 71% of German parents report encountering 'fake flexibility' from employers, such as promises of remote work or flexible hours that are not honoured.

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

• 76% reported adverse effects from return-to-office policies, with 92% considering job changes if forced to return to the office more often.

• 76% felt guilty or anxious when asking for time off to care for their children.

• 69% have been reprimanded or received negative feedback for taking unplanned time off to look after a sick child or because daycare 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 working hours themselves for the same reason.

Flexibility has become the primary concern for parents

Parents told us that flexibility now ranks highest when choosing where to work:

• Flexible working hours (35%)

• Job security (28%)

• Pay (28%)

• Childcare services/stipend (26.4%)

• Remote working policies (26.1%)

Government and policy priorities

Although childcare after 12 months has recently been guaranteed in some reforms, many parents still find it hard to secure suitable places. In the survey 70% encouraged their partner to quit, 76% accepted pay cuts or reduced hours and 78% want the government to enhance support for childcare facilities with more places and better provisions. Additionally, 83% want laws that better enable flexible working for parents.

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Analysis of working parents in Hong Kong

Remote’s survey of 1,002 Hong Kong working parents highlights the strong demand for flexible working arrangements to combine employment and parenting. The findings show that hybrid and remote options are often valued more highly than career prospects or even a 10% salary increase. Key findings include:

Support for flexible work A substantial 86% of working parents agree that fully remote work benefits their mental health the most, and 74% say hybrid arrangements also have a positive effect. However, nearly 87% feel they are offered 'fake flexibility' despite workplace policies that claim to be flexible. More than 43% worry that requesting flexible working could risk their job, highlighting 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 in implementation: Although 42.1% of respondents said their employers have introduced flexible working arrangements, 88.9% feel overlooked for promotion or other opportunities because they are working parents. Additionally, 87.6% have considered quitting due to the absence of affordable childcare during working hours.

Impact on job decisions: The financial and emotional strain is clear: 88.8% said they have taken a pay cut or reduced working hours because childcare is unaffordable, and 87% feel guilty and anxious when requesting time off to care for their children.

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Analysis of working parents in the Netherlands

Although many Dutch firms are actively recruiting, Remote’s survey of 1,007 shows parents struggle to participate fully in the labour market. Over 71% would consider leaving their job if remote options became more limited, and nearly 19% encountered pushback when requesting flexible hours. Seventy-six per cent are thinking about reducing hours to balance family time, childcare costs and employment.

As elsewhere, childcare expenses are a major concern for Dutch parents, with average spending reaching €723 per week — considerably higher than countries such as France, where the average is €492 per week.

Other key findings from the survey include:

• Impact of return-to-office policies: 65% of working parents considered quitting or encouraged their partner to quit because of the pressure created by return-to-office policies.

• 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% are fully satisfied with their childcare arrangements; most parents want improvements. Flexible working ranks second only to salary when choosing a job, with men placing more emphasis on job security and commute times, while women prioritise flexibility.

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Analysis of working parents in Singapore

Remote’s survey of 1,000 working parents in Singapore shows the effect of flexible working on family planning and work–life balance. With Singapore’s historically low birth rate a matter of national concern, 89.7% of working parents say flexible working arrangements would increase their likelihood of having additional children. As the Government prepares to introduce the Tripartite Guidelines for Flexible Work Arrangements (FWAs) by year-end, employers’ support for working parents and efforts to boost the birth rate are more important than ever. Key findings include:

Support for flexible work

With almost nine in 10 parents saying they would consider having another child if offered more flexible arrangements, the survey emphasises employers’ influence on family-planning choices. It also found 81% agree that flexible, remote and hybrid arrangements best support the balance between career and parenting.

Challenges in implementation

Although 56.4% said employers accepted their flexible-work requests, 82.1% feel they were offered “fake flexibility”, indicating a gap between policy and practice that requires better enforcement.

Impact on job decisions

The financial and emotional burdens of childcare have led 82.8% of respondents to consider quitting because affordable childcare during working hours is lacking. Additionally, 87.3% would consider leaving if required to be in the office more often, emphasising the importance of flexible working for retention.

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Analysis of working parents in South Korea

In South Korea, combining career and parenting remains a major challenge. Remote’s survey of 1,005 white-collar workers highlights the pressing need for flexible working to support parents effectively.

Flexible working arrangements are essential for many South Korean parents, enabling them to balance childcare, school and other family responsibilities and are crucial for job retention.

• 44% of respondents said flexible working arrangements are crucial to their decision to remain in their job.

• Remote workers reported the greatest satisfaction with their work–life balance — 65%, compared with 58% for hybrid and 49% for in-office workers.

• Nearly three in four parents (72%) have experienced negative effects from return-to-office policies, with men slightly more likely to have changed jobs because of these policies — 37% of men compared with 32% of women.

Financial strain affects major life decisions for working parents.

• 58% of parents have thought about leaving their jobs because inadequate flexibility makes childcare difficult.

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

• Remote workers report the greatest ability to manage work and family without financial compromise — only 28% said they needed to change their budget for childcare, versus 45% of in-office workers.

Childcare costs are a primary consideration for working parents.

• While 36% of respondents say they work mainly to pay for childcare, this is less true for remote workers (30%) than for hybrid (35%) or office-based workers (40%), suggesting remote work may better help manage childcare costs alongside a career.

• 39% of men versus 34% of women cite childcare affordability as their main reason for working, indicating 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 hours and remote policies now rank alongside pay as top job priorities. This shift reflects broader changes in expectations around work–life balance, with flexibility becoming essential for many.

When choosing a role, 42.42% of Spanish parents prioritise flexible hours, followed closely by pay at 41.82% and remote working policies at 25.75%. Flexibility of hours has overtaken remote location alone, indicating a preference for adaptable schedules. Flexibility is so important that 49.47% would think about leaving if in-office days increased, and 19.41% would consider resigning even without another job lined up, underscoring its centrality to their working lives.

Other findings include:

• Support for flexible work:A substantial 80.24% of Spanish workers say their employers fully support flexible working, helping them arrange childcare around the working day. Among those with flexible patterns, 27.45% say it helps them manage household duties better, while 27.15% feel they can be more present for their children when needed.

• Acceptance of flexible work proposals: More than 68% of respondents have proposed flexible working to their employer, but only 43% say these arrangements have been accepted.

Although regulations aim to support parents, 84.23% believe national laws on flexible working should be improved. Moreover, 74.15% say that while childcare support exists, access remains difficult.

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Analysis of working parents in Sweden

As return-to-office mandates increase and calls for greater flexibility grow, Swedish working parents face significant challenges in balancing employment and family life. Remote’s survey of 602 Swedish parents emphasises the importance of flexible working conditions and the impact of inflexibility on day-to-day life.

In the survey, 80% of parents said they had accepted a pay cut or reduced hours to better balance childcare and work, and 83% had considered cutting their hours to 80%. Despite Sweden’s comparatively low childcare costs, inflexible work policies and negative employer attitudes significantly affect parents’ mental health and career progression. Additional key findings:

• Mental health impact: 80.56% feel guilty or anxious when asking for time off for childcare, and 79.40% have been reprimanded for taking unplanned time off to care for a sick child.

• Experience of discrimination: 71.43% of parents feel discriminated against or overlooked for promotion due to their parental status.

• Return-to-office policies: 80% report that return-to-office mandates have had a negative impact, with nearly 79.40% saying they were offered 'fake flexibility' or false promises of remote work and flex-time.

Almost 70% of respondents believed small adjustments could improve their situation, with flexible working a top priority for many. The survey also found 82.39% think better laws and regulations are needed 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 ranks highly when job hunting — between 15% and 26% of respondents cite it as most important. In Sweden, however, it received no preference.

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Analysis of working parents in the United Kingdom

As the UK faces a growing skills gap, working parents are an underused talent pool. Remote’s survey of 1,501 mums and dads shows that despite government measures, many still encounter barriers that prevent full workforce participation.

Over two thirds (70%) of working parents in the UK said they have quit or are thinking of quitting their job because childcare is unaffordable. Financial strain is significant: over half of working parents report paying more than £1,600 per month for childcare — around 25% more than the average rent in England.

Other key findings from the survey include:

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

• Negative workplace experiences: 63% say they have been reprimanded or received negative feedback for taking unplanned time off when their child was ill. Three quarters felt guilty or anxious for taking time off for childcare needs, with mothers (78%) more likely to feel guilty about unplanned childcare-related absences than fathers (68%).

Although the new Flexible Work Act came into force in April, false promises of flexible and remote work continue to affect parents. Sixty-five per cent reported being offered ‘fake flexibility’, which has led to unforeseen childcare costs. Return-to-office mandates are particularly worrying: 73% fear that their childcare expenses would rise further if required to attend the office more often.

Flexible working hours top the list for parents when choosing a job: 37% prioritise flexible working, 35% prioritise pay, and 25% prioritise job security.

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Analysis of working parents in the United States

In the United States, remote and hybrid models promised improved balance for working parents. However, Remote’s survey of 2,001 parents across the country paints a more complex picture. Amid rising inflation and higher living costs, managing a career alongside young children remains challenging, even with some flexibility.

Promises versus the realities of hybrid work

The data indicates hybrid models, touted as an ideal mix of remote and office work, frequently fall short — hybrid workers often face some of the toughest pressures.

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

• Nearly two in five hybrid workers (39.8%) report reducing working hours or accepting pay cuts because childcare costs during work have risen, 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 schedules too rigid, nearly on par with 23.2% of fully in-office workers who face similar constraints.

The financial and emotional cost of so-called flexibility at work

With almost one in three families spending more than $900 per week on childcare during work hours, parents are being forced to make difficult decisions to cope with the financial and emotional strain of balancing work and family life.

• 40.2% of hybrid and 38.7% of remote working parents report cutting back on essential spending — such as groceries, healthcare and utilities — to afford childcare during working hours, while in-office workers report this at 36.4%.

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

• Despite promises of flexibility, 77.9% of remote and 71.8% of hybrid parents say they miss important family moments — such as tucking their children into bed — at least three days a week because of work, compared with 68.8% of in-office parents.

Family planning pressures: a universal challenge

Across work types, one consistent reality emerges: being a working parent in the US is both costly and difficult.

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

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

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Conclusion

The data from this wide-ranging survey emphasises the need for tailored, flexible workplace policies that reflect the varied circumstances of working parents around the world. By mapping similarities and differences across nations, Remote seeks to encourage discussion and inspire policy reforms that make workplaces more inclusive and supportive for parents globally.