Global working parents report

Working parents today confront a distinct set of pressures

Working parents across the globe still balance demanding careers with childcare. Against a backdrop of return-to-office mandates, rising inflation and higher living costs, the emotional and financial strain of childcare has intensified.

To better understand these pressures, Remote surveyed 13,850 working parents in 13 regions — the United States, United Kingdom, France, Germany, Sweden, the Netherlands, Spain, Finland, Belgium, Singapore, Australia, Hong Kong, and South Korea — asking about workplace challenges and employer support. All participants held white-collar "desk jobs" and had at least one child under five. Each region’s respondents were evenly distributed across fully remote, hybrid and in-office working setups.

Global parental leave policy findings

Our analysis shows notable differences in how working arrangements — 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 have the greatest impact to help working parents thrive at work.

Belgium working parents analysis

Belgian working parents increasingly want flexible schedules, but our survey found employers are slow to adapt. As firms compete for talent, limited support for remote work remains a barrier.

Remote surveyed 617 Belgian working parents and found 71% would consider leaving if remote work policies became stricter, underlining the urgent need for more adaptable working models to help parents balance job and family.

The survey reveals the financial and logistical strain on Belgian parents: on average they spend around €700 per week on childcare-related expenses — daycare, transport and babysitting — a figure notably higher than nearby France, where the average is €492 per week.

Key findings include:

• Impact of return-to-office policies: Seventy-three per cent of parents have considered quitting or encouraged their partner to quit because managing childcare during working hours has become too difficult.

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

• Seeking balance: Eighty-two per cent of parents are considering reducing their hours to better balance family time, childcare costs and work responsibilities.

These results point to an urgent need for improved work–life balance solutions for Belgian parents. Only 26% are fully satisfied with current childcare arrangements, emphasising demand for more flexibility.

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Finland working parents analysis

With Finnish businesses facing a persistent skilled labor shortage, better support for working parents could help. Remote’s survey of 601 Finnish parents shows many feel pressure when trying to balance work and family life.

A majority (80%) said they felt guilty or anxious when asking for time off for childcare. In many cases this concern is justified: 55% feel discriminated against or believe they were overlooked for promotion because they are working parents.

Additional key findings include:

• Increased costs and pay cuts: Seventy-five per cent of parents have accepted pay cuts or reduced hours due to lack of childcare options. The same proportion believe more office days would raise their costs.

• Workplace discrimination: Fifty-five per cent feel discriminated against or overlooked for promotion, and 74% have received negative feedback for taking unplanned time off to care for children.

• Negative impact of return-to-office policies:Seventy-seven per cent said post‑COVID return-to-office policies affected them negatively, with over 70% considering quitting if required to work more office days.

Despite these issues, 87% of respondents acknowledge employer support for flexible work, which is crucial for managing childcare. Still, the survey stresses the need for stronger laws, with 82% calling for legislative improvements.

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France working parents analysis

Despite government efforts, many parents in France still struggle with high childcare costs and rigid workplace policies. Remote’s survey of 1,002 parents highlights the need for changes to help balance work and family life. The financial burden is substantial: French parents spend an average of €493 per week on daycare, transport and babysitting. As a result, 74% cut essential expenses such as healthcare, groceries and utilities to afford childcare, and 80% say more in-office days would increase their costs further. 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.

Additional key findings include:

• The impact of workplace policies on family life: Seventy-one per cent report negative impacts from mandatory return-to-office rules. Nearly as many (70.5%) have encouraged their partner to quit to manage childcare, and 64.5% have considered resigning themselves.

• Need for flexibility and discrimination concerns: Seventy-three per cent have submitted flexible working requests; more than half say they have felt discriminated against or overlooked for promotion because of parental status.

The survey also shows 86% of respondents want stronger laws and regulations to support working parents, and 81% think the government should increase funding for childcare institutions and subsidies.

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Germany working parents analysis

Even with policy debates on part-time and flexible work to address skills shortages, many German parents face a different reality. Remote’s survey of 1,507 parents shows a clear need for stronger support. ‘Fake flexibility’ persists ‘Fake flexibility’ persists

Eighty-four per cent feel their employers support flexible work in principle, enabling childcare arrangements around working hours, but closer inspection reveals major gaps.

• Seventy-one per cent of German parents report experiencing ‘fake flexibility’, including broken promises on remote work and flexible hours.

• Seventy-nine per cent felt overlooked for promotions or opportunities because they are working parents.

• Seventy-six per cent experienced adverse effects from return-to-office policies, and 92% would consider changing jobs if forced to return to the office more often.

• Seventy-six per cent felt guilty or anxious when requesting time off for childcare.

• Sixty-nine per cent have been reprimanded or received negative feedback for taking unplanned time off to care for a sick child or because of daycare closures.

Additionally, 70% encouraged their partner to quit or reduce hours due to childcare issues, and 76% have taken pay cuts or reduced hours themselves for the same reason.

Flexibility is now parents’ top priority

When selecting an employer, working parents now rank flexibility highest among priorities.

• Flexible working hours (35%)

• Job security (28%)

• Pay (28%)

• Childcare services/stipend (26.4%)

• Remote working policies (26.1%)

Government and policy needs

Although childcare is guaranteed after 12 months, many still struggle to secure suitable places. In the survey, 70% encouraged their partner to quit, 76% took pay cuts or reduced hours, and 78% want the government to improve childcare provision. Additionally, 83% call for laws that better enable flexible working models for parents.

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Hong Kong working parents analysis

Remote surveyed 1,002 working parents in Hong Kong and found a strong need for flexible work to balance careers and childcare. Flexible arrangements — hybrid or fully remote — are highly valued by Hong Kong parents, even more than career prospects or a 10% salary increase. Key findings include:

Support for flexible work A notable 86% agree that fully remote work benefits their mental health the most, while 74% say hybrid arrangements also help. Despite this, nearly 87% feel they were offered “fake flexibility” even where flexible policies exist. More than 43% worry that requesting flexible work could risk their job, highlighting the need for better implementation and acceptance from employers.

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

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

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Netherlands working parents analysis

While many Dutch companies are hiring and expanding, Remote’s survey of 1,007 shows parents face barriers to workforce participation. Over 71% would consider leaving if remote options tightened, and nearly 19% faced resistance when requesting flexible work. Overall, 76% are thinking of reducing hours to balance family time, childcare costs and work.

As elsewhere, childcare costs are a major concern in the Netherlands, averaging €723 per week — considerably higher than France’s €492 weekly average.

Additional key findings from the survey include:

• Impact of return-to-office policies: Sixty-five per cent considered quitting or urged their partner to quit because of pressure from return-to-office mandates.

• Negative workplace feedback: Sixty-eight per cent reported negative feedback or reprimands for unplanned childcare absences due to illness or daycare closures.

Only 28% are fully satisfied with current childcare arrangements; most want improvements. Flexible working is the second most important factor after salary when choosing a job, with men prioritising job security and commute length, while women place greater emphasis on flexibility.

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Singapore working parents analysis

Remote surveyed 1,000 Singaporean working parents and found flexible work arrangements influence family planning and work–life balance. With Singapore’s historically low birth rate a national concern, 89.7% say flexible arrangements would increase the likelihood of having more children. As the Government prepares Tripartite Guidelines for Flexible Work Arrangements by year end, employers’ support is critical. Key findings include:

Support for flexible work

Nearly nine in 10 parents said flexible work would make them more likely to have additional children. The survey found 81% agree that flexible, remote and hybrid arrangements best support career and parental responsibilities.

Challenges in implementation

Although 56.4% said employers accepted flexible working requests, 82.1% felt they were offered “fake flexibility,” indicating a gap between policy and practice that needs addressing.

Impact on job decisions

Childcare’s financial and emotional burden has led 82.8% to consider quitting due to unaffordable childcare during working hours, and 87.3% would consider leaving if required to work more office days, showing flexible work is essential for retention.

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South Korea working parents analysis

In South Korea, balancing career and parenting remains challenging. Remote’s survey of 1,005 white-collar workers highlights the strong need for flexible working arrangements to help parents manage childcare and schooling commitments.

Flexibility in work arrangements is essential for retention among South Korean working parents, enabling them to manage childcare, school and other family responsibilities.

• Forty-four per cent of respondents said flexible working arrangements are crucial to their decision to stay in a job.

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

• Nearly three in four parents (72%) felt return-to-office policies harmed their work–life balance; men were slightly more likely to change jobs for this reason (37% men vs. 32% women).

Financial strain influences major life decisions for working parents.

• Fifty-eight per cent of parents have considered leaving their jobs because insufficient work flexibility affects childcare arrangements.

• Women are particularly affected: 35% are likely to reduce hours to manage childcare, versus 25% of men.

• Remote workers report the greatest ability to manage work and family without financial compromise — only 28% reported needing to change their budget for childcare, compared with 45% of in-office workers.

Childcare costs are a key consideration for working parents.

• While 36% work primarily to afford childcare, remote workers reported this motive less often (30%) compared with hybrid (35%) and in-office (40%) workers, suggesting remote roles may better support childcare affordability alongside careers.

• Thirty-nine per cent of men vs 34% of women reported working primarily to afford childcare, showing similar financial responsibility across genders.

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Spain working parents analysis

Remote’s survey of 1,002 Spanish working parents shows flexible hours and remote policies are now top job priorities alongside pay. This shift reflects a broader move towards adaptable work–life models where flexibility is non‑negotiable for many.

When choosing a job, 42.42% of Spanish parents prioritise flexible hours, followed by pay at 41.82% and remote policies at 25.75%. Flexibility in hours has overtaken location-based remote work, revealing a preference for adaptable schedules. Flexible work is so important that 49.47% would consider leaving if required in-office days increased; 19.41% might resign without another role lined up. 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.

Additional findings include:

• Support for flexible work:Eighty point two four per cent say their companies fully support flexible work, helping organise childcare around the workday. Among those with flexible schedules, 27.45% say it helps them manage household duties better, and 27.15% feel they can be better parents when present for their children.

• Acceptance of flexible work proposals: Over 68% have asked for flexible arrangements, but only 43% say these were accepted.

Although regulations aim to support parents, 84.23% believe national laws on flexible work need strengthening. Moreover, 74.15% say available childcare support is difficult to access.

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Sweden working parents analysis

As return-to-office mandates increase and calls for flexibility grow louder, Swedish parents face mounting challenges balancing work and family. Remote’s survey of 602 Swedish parents underscores the importance of flexible working and the negative effects of inflexible policies on parents’ mental health and careers.

In the survey, 80% accepted pay cuts or reduced hours to balance childcare and work, and 83% considered reducing to 80% hours. Despite Sweden’s relatively lower childcare costs, rigid work policies and negative employer attitudes significantly affect parents’ wellbeing and progression. Additional key findings: Additional key findings:

• Mental health impact: Eighty point five six per cent feel guilty or anxious when requesting time off for childcare, and 79.40% have been reprimanded for taking unplanned leave to care for a sick child.

• Experiences of discrimination: Seventy-one point four three per cent feel discriminated against or overlooked for promotion because they are parents.

• Return-to-office policies: Eighty per cent report negative effects from return-to-office mandates; nearly 80% (79.40%) claimed they were offered “fake flexibility” or false promises of remote work and flex-time.

Nearly 70% believe small adjustments could improve current arrangements, with flexible working a top priority. The survey also shows 82.39% want better laws and regulations to support flexibility, and 78.57% have submitted flexible working requests, most of which were accepted.

In countries such as Finland, France, the UK, Germany, the Netherlands and the US, generous parental leave ranked highly among job search priorities (15%–26%). In Sweden, this option received no preference in the survey.

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United Kingdom working parents analysis

With a growing skills gap, UK 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 working parents have quit or are considering quitting because of unaffordable childcare. Financial strain is acute: over half report paying more than £1,600 per month for childcare, around 25% higher than average rent in England.

Additional key findings from the survey include:

• Job dissatisfaction and sacrifices: Seventy-three per cent have accepted pay cuts or reduced hours because childcare is unaffordable, and 70% remain in unhappy jobs to cover childcare costs.

• Negative workplace experiences: Sixty-three per cent report reprimands or negative feedback for taking unplanned leave due to a sick child. Three quarters felt guilty or anxious about childcare-related absences, with mothers (78%) reporting higher guilt than fathers (68%).

Despite the new Flexible Work Act due in April, broken promises of flexible and remote work are harming parents. In our survey, 65% said they were offered ‘fake flexibility’, resulting in unexpected childcare costs. Return-to-office mandates concern many: 73% fear childcare costs would rise if required office days increased.

Flexible working hours are the top priority when choosing 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 United States, remote and hybrid models promised better balance, but Remote’s survey of 2,001 parents reveals a more complex reality. With inflation and rising living costs, juggling career and young children remains challenging even with some flexibility.

The promises versus realities of hybrid work

While hybrid work is touted as the ideal mix of remote and office life, hybrid workers often face some of the toughest challenges.

• Hybrid workers reported the highest dissatisfaction with work–life balance at 34%, ahead of in-office (31%) and remote workers (29%).

• Nearly two in five hybrid workers (39.8%) said they reduced hours or accepted pay cuts because childcare costs rose during working hours, compared with 31.3% of remote and 30.6% of in-office parents.

• Twenty-one point eight per cent of hybrid workers want to work from home more but find schedules inflexible, nearly matching 23.2% of in-office workers facing similar constraints.

The financial and emotional toll of work ‘flexibility’

Almost one in three families spend more than $900 weekly on childcare during work hours, forcing parents into difficult financial and emotional choices.

• Forty point two per cent of hybrid and 38.7% of remote parents reported cutting essential spending — groceries, healthcare and utilities — to afford childcare, with in-office workers at 36.4%.

• Thirty-eight per cent of remote and 37% of hybrid parents say they encouraged their partners to quit to manage childcare; in-office parents reported this less (28.8%).

• Despite promised flexibility, 77.9% of remote and 71.8% of hybrid parents miss family moments (for example, tucking in their children) at least three days a week, higher than 68.8% of in-office parents.

Family planning pressures: A universal challenge

Across work models, the expense and difficulty of raising young children in the US remains profound.

• Nearly one in five parents across all work models have considered sending young children to school earlier to manage 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 remote workers least affected (22% remote vs 25% hybrid and 27% in-office), suggesting remote roles may offer greater confidence in balancing career and family.

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Conclusion

This survey’s findings show the need for tailored, flexible workplace policies that reflect the diverse situations of working parents worldwide. By mapping similarities and differences across countries, Remote aims to encourage discussion and policy change to create more inclusive, supportive workplaces for parents.