Report on global working parents

Working parents today contend with 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.

In order to examine these challenges, 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 map the specific workplace issues they face and how employers worldwide can better support them. All respondents held white collar "desk jobs" and had at least one child under five years old. Within each region, respondents were evenly divided among fully remote, hybrid and in-office work arrangements.

Global parental leave policy findings

Our analysis shows notable 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 highlights where employers and community groups can make the greatest impact in giving working parents the best opportunity to succeed in the workplace.

Analysis of working parents in Belgium

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’s survey of 617 Belgian working parents found that 71% would contemplate leaving their role if remote work rules were tightened. This underlines the immediate need for more flexible workplace policies so parents can manage both employment and family duties.

The survey highlights the financial and logistical pressures Belgian parents face. On average they spend around 700 euros per week on childcare-related costs, including daycare, transport and babysitting. That average is notably higher than in neighbouring France, where it is 492 euros per week.

Main findings:

• Effect of return-to-office requirements: 73% of parents said they had considered leaving employment, or had encouraged their partner to do so, because of the pressure of managing childcare during working hours.

• Negative feedback from employers: More than two-thirds (77%) said they received negative feedback or were reprimanded after taking unscheduled leave to care for a sick child or when daycare closed.

• Seeking a better balance: 82% of parents are considering working fewer hours to better balance family time, childcare costs and work commitments.

These results demonstrate an urgent need for stronger work-life balance measures to support Belgian working parents. Only 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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Finland: analysis of working parents

As Finnish firms are up against a persistent skilled labour shortage, enhanced support for working parents could help. Remote’s survey of 601 Finnish parents, however, shows many feel strained by the demands of balancing work and family life.

Most parents (80%) reported feeling guilty or anxious when requesting time off to cover childcare needs. In many instances this appears justified, with 55% saying they have felt discriminated against or believe they were overlooked for promotions or other opportunities at work because they are a working parent.

Further notable findings include:

• Higher costs and pay reductions: 75% of parents have accepted pay cuts or reduced their hours because childcare options are limited. An identical share believe that more office days would push up their costs.

• Discrimination in the workplace: 55% of parents say they have experienced discrimination or been overlooked for promotion opportunities, 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 report that their employers introduced post-COVID return-to-office policies that have affected them negatively, with over 70% considering quitting their jobs if required to work more office days.

Despite these obstacles, 87% of respondents recognise their employer's support for flexible working, which is essential for managing childcare. The survey also highlights the need for stronger laws and regulations to support working parents, 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.

Further key findings are:

• How workplace policies affect family life: 71% of parents report adverse effects from mandatory return-to-office policies. A nearly identical share (70.5%) report urging their partner to leave employment to handle childcare, and 64.5% have contemplated resigning themselves.

• Need for flexible arrangements and discrimination concerns: 73% of parents have lodged flexible working requests with their employer. Moreover, over half say they have experienced discrimination or been passed over for promotion because they are parents.

The survey further shows that 86% of respondents consider stronger laws and regulations necessary to support working parents, and 81% believe the government should increase funding for childcare providers and offer subsidised options.

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Working parents in Germany — analysis

Although debate and political measures continue around part-time and flexible working models aimed at addressing the country’s skills shortage, the day-to-day experience of many parents in Germany tells a different story. Remote’s survey of 1,507 German parents underlines the need for stronger support. ‘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.

• 79% reported being overlooked for promotions or workplace opportunities because they are working parents.

• 76% reported adverse effects from return-to-office policies, with 92% saying they would consider changing jobs if compelled to return to the office more often.

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

• 69% had been reprimanded or received negative feedback for taking unplanned time off to care for a sick child or because day-care centres closed.

Additionally, 70% of respondents have encouraged their partner to quit or reduce hours because of childcare challenges, and 76% have themselves taken a pay cut or reduced their working hours 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 recent measures guarantee childcare from 12 months, many parents still find it difficult to secure suitable care. In the survey, 70% said they had encouraged their partner to quit their job, 76% reported accepting a pay cut or reducing their hours, and 78% believe the government must do more to support childcare providers with better provisions and increased places. Additionally, 83% want laws that better enable flexible working models for parents.

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Analysis of working parents in Hong Kong

Remote’s survey of 1,002 working parents in Hong Kong shows a pronounced demand for flexible working arrangements to juggle career and parenting duties. The study finds that options such as hybrid or remote working are prioritised by Hong Kong parents over career prospects or a 10% salary increase. Principal findings include:

Support for flexible working A substantial 86% of working parents say fully remote working benefits their mental health the most, and 74% report that hybrid arrangements also have a positive effect. Yet nearly 87% feel they are offered “fake flexibility” even though their workplaces have flexible work policies. Over 43% worry that asking for flexible arrangements could cost them their job, highlighting the need for employers to apply and accept flexible policies more effectively.

Issues with putting policies into practice: Although 42.1% of respondents say their employers have introduced flexible working arrangements, 88.9% still feel passed over for promotions or other opportunities because they are working parents. In addition, 87.6% have thought about leaving their roles due to the lack of affordable childcare options during working hours.

How job decisions are affected: The financial and emotional strain of childcare is clear: 88.8% report having taken a pay cut or reduced working hours because affordable childcare is not available. Furthermore, 87% of working parents feel guilty and anxious when requesting time off to care for their children.

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Netherlands: analysis of working parents

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 notable findings from the survey are:

• Impact of return-to-office policies: Due to heightened pressure from return-to-office policies, 65% of working parents either contemplated leaving their job or encouraged their partner to do the same.

• Negative workplace feedback: 68% of parents reported being criticised or formally reprimanded after taking unplanned time off to care for a sick child or when daycare closed.

Only 28% of respondents say they are completely satisfied with their current childcare arrangements; the majority want improvements or substantial change. Flexible working remains the second most important factor after salary when choosing a job, with men prioritising job security and commute length, while women place a higher importance on flexibility.

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Analysis: working parents in Singapore

Remote’s survey of 1,000 working parents in Singapore examines how flexible working influences choices around family size and the balance between work and home. Against Singapore’s persistently low birth rate becoming a national concern, 89.7% of working parents report that flexible working arrangements 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 will be more vital than ever. Key findings include:

Employer support for flexible working

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.

Implementation challenges

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.

Effect 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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Analysis of working parents in South Korea

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 more than a preference; it is essential for South Korean working parents to remain in their roles and to juggle childcare, schooling and other family duties.

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

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

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

Financial strain shapes major life choices for working parents.

• 58% of parents have contemplated leaving their employment because insufficient work flexibility affects their childcare responsibilities.

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

• Remote workers report the greatest capacity to balance work and family without financial sacrifice – only 28% say they need to alter their childcare budget, compared with 45% of in-office workers.

Childcare costs remain a primary consideration for working parents.

• Although 36% of respondents say they work mainly to pay for childcare, this motive is less pronounced among remote workers (30%) than hybrid (35%) or in-office workers (40%), implying that remote roles may better support balancing childcare costs with career objectives.

• 39% of men versus 34% of women report working mainly to afford childcare, indicating that both mothers and fathers feel a comparable financial responsibility for childcare.

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Spain working parents: country 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.

Further findings include:

• Support for flexible working: A notable 80.24% of Spanish employees report their companies fully back flexible working and provide support to organise childcare alongside the working day. Among those on flexible schedules, 27.45% say it improves their ability to manage household responsibilities, while 27.15% report being able to be more present for their children when required.

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

Current regulations are intended to help parents, yet 84.23% of respondents consider national laws and rules on flexible working should be strengthened. Moreover, 74.15% report that, although childcare support exists, it is still difficult to access.

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Analysis of working parents in Sweden

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: 80.56% report feelings of guilt or anxiety when requesting time off to address childcare needs, and 79.40% say they were reprimanded for taking unplanned leave to care for a sick child.

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

• Return-to-office policies: 80% report that return-to-office mandates have had a negative effect, and nearly 80% (79.40%) state they were given "fake flexibility" or misleading assurances about remote work and flex-time.

Nearly 70% of respondents felt their current arrangements could be improved with small adjustments, with flexible working a top priority for many parents. The survey also shows 82.39% of parents believe stronger laws and regulations are needed to support flexible working, and 78.57% have submitted flexible working requests, most of which were approved.

In other countries such as Finland, France, the UK, Germany, the Netherlands, and the US, generous parental leave policies score highly for job-seekers—15%–26% of respondents rate these options as most important when looking for work. By contrast, in Sweden this option records 0% preference.

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United Kingdom: working parents — analysis

As the United Kingdom confronts a widening skills gap, working parents represent a critical but underused segment of the workforce. Remote’s survey of 1,501 mums and dads reveals that, despite government initiatives, parents in the UK still meet persistent barriers to full participation in employment.

Over two-thirds (70%) of working parents in the United Kingdom report they have left or are considering leaving their jobs because affordable childcare is scarce. Financial strain is prominent: more than half say they pay over £1600 per month for childcare, an amount 25% higher than the average rent in England.

Other major findings from the survey include:

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

• Negative workplace experiences: 63% of working parents say they have been reprimanded or given unfavourable feedback at work after taking unplanned time off when their child was sick. Three quarters of respondents reported feeling guilty or anxious about taking time off for childcare, with working mothers (78%) more likely to feel guilt over unplanned childcare-related absences than working 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.

When assessing job opportunities, flexible working hours are the top priority for parents: 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, 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 the 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.

• At 34%, hybrid workers record the highest dissatisfaction with work-life balance, exceeding in-office workers (31%) and remote workers (29%).

• Almost two in five hybrid workers (39.8%) report having to cut their hours or accept pay reductions because childcare costs during working hours have surged, compared with 31.3% of remote and 30.6% of in-office working parents.

• 21.8% of hybrid workers would like to work from home more often to better manage childcare but find their timetables too inflexible – a figure almost matched by the 23.2% of fully in-office workers facing the same constraint.

The financial and emotional toll of work ‘flexibility’

Nearly one in three families now spends more than $900 weekly on childcare during working hours, pushing parents to make hard choices to manage the financial and emotional strain of juggling work and family life.

• To afford childcare during their working hours, 40.2% of hybrid and 38.7% of remote working parents say they have reduced spending on essentials, including groceries, healthcare visits and utilities. In-office workers follow slightly behind at 36.4%.

• 38% of remote and 37% of hybrid working parents say they have urged their partners to quit their jobs to manage childcare, a choice reported less often by in-office workers (28.8%).

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

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 their young children to school earlier to manage the high costs of childcare, underscoring a common challenge irrespective of work arrangement.

• Nearly one in four parents have delayed or are reconsidering having more children because of job demands, with the smallest effect seen among remote workers (22% remote vs. 25% hybrid and 27% in-office), suggesting that, despite financial pressures, remote roles can offer greater confidence in balancing career and family.

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Concluding remarks

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.