Global working parents report

Working parents today contend with a distinct set of pressures

Parents in employment worldwide still wrestle with juggling paid work and childcare. With more employers mandating office days again, rising inflation and the growing cost of living, the financial and emotional pressures of childcare are sharper than ever.

In response, 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 particular workplace challenges they face and to identify how employers worldwide can better support their needs. All respondents held white collar "desk jobs" and had at least one child under five years old. Each region's respondents were evenly split between fully remote, hybrid and in-office working arrangements.

Global findings on parental leave policy

The findings show marked differences in how working arrangements — fully remote, hybrid or fully in-office — affect finances, career choices and overall work-life balance across regions. They also identify where employers and communities can make the greatest difference in giving working parents the best possible opportunity to succeed in the workplace.

Belgium: working parents analysis

More Belgian parents in employment are looking for flexible working arrangements, yet our survey found employers are slow to respond to those needs. With many firms in Belgium recruiting to grow their teams, limited support for remote working remains an obstacle.

Remote’s survey of 617 Belgian working parents found that 71% would contemplate leaving their job if remote-working options were tightened. This underlines the urgent requirement for more adaptable workplace policies to help parents manage professional and family commitments.

The survey highlights the financial and logistical pressures on Belgian parents. On average they pay around 700 euros per week for childcare — covering day care, travel and babysitting. That amount is significantly higher than in some neighbouring countries; for example, in France the average is 492 euros per week.

Key findings include:

• Impact of return-to-office measures: 73% of parents have thought about resigning, or persuaded their partner to quit, because of the strain of juggling childcare during work hours.

• Negative feedback at work: Over two-thirds (77%) of parents said they have received negative feedback or been reprimanded after taking unplanned leave to look after a sick child or because a day care closed.

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

These results point to an urgent need for better work–life balance provisions to support working parents in Belgium. Only 26% of respondents say they are entirely satisfied with their existing childcare arrangements, emphasising the call for more flexible working options.

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Analysis of working parents in Finland

As Finnish firms face a long-standing skilled labour shortage, boosting support for working parents may help. However, Remote’s survey of 601 Finnish parents finds many report feeling strained by juggling work and family commitments.

A majority of parents (80%) reported feeling guilty or anxious when asking for time off to care for their children. In numerous instances this may be justified, with 55% saying they have experienced discrimination or believe they were passed over for promotions or opportunities at work due to being a working parent.

Other key findings include:

• Rising costs and pay cuts: 75% of parents report taking pay cuts or cutting their hours because of inadequate childcare provision. The same proportion say that additional office days would raise their household costs.

• Workplace discrimination: 55% of parents feel they have been discriminated against or passed over for promotion, and 74% report receiving negative feedback after taking unplanned time off to care for their children.

• Negative impact of return-to-office policies: 77% of parents stated their employers introduced post-COVID return-to-office policies that affected them negatively, with over 70% contemplating quitting their jobs if required to work more office days.

Despite these difficulties, 87% recognise their employer’s support for flexible work as vital for managing childcare. However, 82% call for stronger laws and regulations to better protect working parents.

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France: working parents analysis

Although the government has taken steps to help, many parents in France still struggle with high childcare banknotes and rigid work practices. Remote’s survey of 1,002 parents highlights the need for change to help people balance work and family life. Childcare costs weigh heavily on French families, who spend an average of €493 per week on daycare, travel and babysitting. That expense forces many to cut back on essentials, with 74% saying they have reduced spending on items such as healthcare, groceries and utilities. Eighty per cent report that more in‑office days would further increase childcare costs.

Other key findings include:

• How workplace policies affect family life: 71% of parents report experiencing adverse effects from mandatory return-to-office policies. Almost as many parents (70.5%) say they have urged their partner to leave their job to handle childcare, and 64.5% have considered resigning from their own position.

• Need for flexibility and concerns about discrimination: 73% of parents have submitted flexible working requests to their employers. In addition, more than half of parents say they have felt discriminated against or overlooked for promotions due to their parental status.

Respondents also believe the law must do more: 86% think stronger regulations are needed to support working parents, and 81% want more government funding for childcare and subsidised places.

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Analysis of working parents in Germany

Although politicians and other stakeholders continue to debate part-time and flexible working as measures to address the skills shortage, the everyday experience for many parents in Germany tells a different story. Remote’s survey of 1,507 German parents emphasises the need for improved support. ‘Fake flexibility’ persists

While 84% feel their employers endorse flexible work that should help arrange childcare, closer inspection exposes substantial shortcomings:

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

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

• Survey finds 76% experienced negative impacts from return-to-office policies, with 92% considering changing jobs if they were forced to return to the office more often.

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

• A notable 69% have been reprimanded or received negative feedback for taking unplanned time off to care for a sick child or due to daycare closures.

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

Flexibility is now parents’ top priority

Parents told us that flexibility is now the single most important factor when choosing an employer:

• Flexible working hours (35%)

• Job security (28%)

• Pay (28%)

• Childcare services/stipend (26.4%)

• Remote working policies (26.1%)

Government and policy needs

Despite recent moves guaranteeing childcare after 12 months, many parents still find securing suitable care difficult. In the survey 70% said they encouraged a partner to quit, 76% accepted a pay cut or reduced hours, and 78% believe the government should do more to fund childcare facilities and increase places. Eighty‑three per cent 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 working parents in Hong Kong shows a clear demand for flexible working to help balance professional and parental duties. The report finds that flexible options, such as hybrid or fully remote arrangements, are valued by parents in Hong Kong even more than career prospects or a 10% salary increase. Key findings include:

Support for flexible working A substantial 86% of working parents report that fully remote work benefits their mental health the most, and 74% say hybrid arrangements also have a favourable effect. However, nearly 87% feel they are offered “fake flexibility” even though their workplaces have flexible work policies in place. More than 43% of working parents worry that requesting flexible working could put them at risk of job loss, which highlights the need for employers to implement and accept flexible work policies more genuinely.

Challenges in implementation: Although 42.1% of respondents state their employers have implemented flexible working arrangements, 88.9% feel overlooked for promotions or other opportunities because they are working parents. Additionally, 87.6% have considered leaving their jobs due to the lack of affordable childcare options during working hours.

Impact on job decisions: The financial and emotional strain of childcare is clear: 88.8% of respondents say they have had to take a pay cut or reduce their working hours because affordable childcare is not available. Furthermore, 87% of working parents report feeling guilty and anxious when they request time off to care for their children.

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Analysis of working parents in the Netherlands

While firms in the Netherlands are actively recruiting, Remote’s survey of 1,007 finds parents struggle to remain in the workforce. Over 71% would consider leaving if remote options tightened, and nearly 19% met resistance when asking for flexible hours. Seventy‑six per cent are thinking of cutting hours to better juggle family time, childcare costs and work.

As elsewhere, Dutch parents report childcare as a major financial burden, spending an average of €723 per week — markedly higher than France's €492 weekly average.

Further important findings from the survey are:

• Effect of return-to-office policies: Because of rising pressure from return-to-office policies, 65% of working parents said they had considered leaving their job or had urged their partner to do the same.

• Adverse feedback at work: 68% of parents reported receiving negative feedback or being reprimanded after taking unplanned time off to look after a sick child or when daycare had to close.

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, and women valuing flexibility more highly.

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Analysis of working parents in Singapore

Remote’s survey of 1,000 working parents in Singapore highlights how flexible working affects family planning and work-life balance. With Singapore’s persistently low birth rate becoming a matter of national concern, 89.7% of working parents say that more flexible working would increase their chances 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’ role in supporting working parents and helping to raise the birth rate is more important than ever. Key findings include:

Support for flexible working

With nearly 9 in 10 parents saying they would consider having more children if offered greater flexibility from their employer, the survey highlights the central role employers have in employees’ family planning choices. It also found that 81% of working parents agree that flexible, remote, and hybrid arrangements are most helpful for balancing career and parental responsibilities.

Challenges in implementation

Although 56.4% said employers accepted their flexible working requests, 82.1% feel they were only offered “fake flexibility.” This gap points to poor implementation of flexible work policies.

Impact on job decisions

The financial and emotional burdens of childcare have prompted 82.8% of respondents to consider quitting because affordable childcare during working hours is unavailable. Additionally, 87.3% said they would consider leaving if required to spend more days in the office, emphasising how vital flexible work is to retaining talent.

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Analysis of working parents in South Korea

In South Korea, juggling work and parenting still presents major difficulties for working parents. Remote’s survey of 1,005 white-collar workers highlights these issues and emphasises the pressing need for flexible work arrangements.

Flexible work arrangements are more than a preference; they are essential for South Korean working parents to remain in their roles while managing childcare, school and other family responsibilities.

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

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

• Almost three in four parents (72%) reported that return-to-office policies have harmed their work-life balance, with men slightly more likely to have changed jobs because of return-to-office policies, at 37% compared to 32% for women.

Financial pressure affects major life choices for working parents.

• 58% of parents have thought about leaving their jobs because insufficient work flexibility affects childcare.

• Women are especially impacted: 35% are likely to cut their working hours to better manage childcare, compared to 25% of men.

• Remote workers indicate the greatest capacity to juggle work and family without financial compromise, with only 28% saying they need to adjust their childcare budget, compared to 45% for in-office workers.

Childcare costs remain a central consideration for working parents.

• While 36% said they work mainly to afford childcare, remote workers placed this motive lower at 30%, compared with 35% for hybrid and 40% for in‑office workers, suggesting remote work can ease childcare‑related financial pressures.

• 39% of men vs. 34% of women say they work primarily to make childcare affordable, which suggests 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 parents shows flexible hours and remote policies have become top priorities alongside pay. This shift reflects wider changes in work–life norms, with flexibility now non‑negotiable for many.

When selecting a job, 42.42% of Spanish parents prioritise flexible hours, followed by pay at 41.82% and remote working policies at 25.75%. Flexibility in hours outweighs location‑based remote options, showing a strong preference for adaptable schedules. Flexible work matters so much that 49.47% would consider leaving if required in‑office days increased; 19.41% would contemplate resigning even without a new job lined up.

Other notable findings include:

• Support for flexible working: A substantial 80.24% of workers in Spain report that their employers fully support flexible working and provide practical help to organise childcare around their working day. Among employees with flexible patterns, 27.45% say it helps them better manage household responsibilities, and 27.15% feel it allows them to be more present for their children when required.

• Acceptance of flexible working proposals: More than 68% of respondents have requested flexible working arrangements from their employers, but only 43% state that those requests have been accepted.

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

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Analysis of working parents in Sweden

With return‑to‑office mandates rising and calls for flexibility growing, Swedish parents face notable challenges. Remote’s survey of 602 Swedish parents underscores the importance of flexible working and the negative impact of inflexibility on mental health and careers.

Across the survey, 80% of parents said they accepted a pay cut or reduced their working hours to better combine childcare with paid work, and 83% reported they had considered cutting their hours to 80%. Although childcare costs in Sweden are relatively low, inflexible workplace policies and unsupportive employer attitudes are having a clear impact on parents' mental health and career progression. Additional key findings:

• Impact on mental health: 80.56% report feeling guilty or anxious when requesting time off for childcare, and 79.40% say they have been reprimanded for taking unplanned leave to care for a sick child.

• Experience of discrimination: 71.43% of parents say they feel discriminated against or are overlooked for promotions because of their parental status.

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

Almost 70% believe small adjustments could improve their setup, with flexible working a top priority. The survey also shows 82.39% want better laws to support flexible working, 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 ranks highly among job search priorities — between 15% and 26% of respondents. In Sweden, however, this option receives no preference.

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United Kingdom analysis of working parents

With the UK facing a widening skills shortage, working parents represent an essential but underused resource. Remote’s survey of 1,501 mums and dads shows that, despite government initiatives, UK working parents still face barriers to fully participating in the workforce.

More than two‑thirds (70%) of UK parents said they have quit or considered quitting because childcare is unaffordable. Financial strain is acute: over half report paying more than £1,600 per month for childcare — about 25% more than average rent in England.

Other notable findings from the survey include:

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

• Negative workplace experiences: 63% of working parents report having been reprimanded or received negative feedback at work for taking unplanned time off when their child was sick. Three quarters of respondents felt guilty or anxious about taking time off for childcare, with working mothers (78%) more likely to feel guilty about unplanned childcare-related absences than working fathers (68%).

Even with the new Flexible Work Act coming into force in April, false promises of flexibility continue to affect parents. Sixty‑five per cent said they have been offered ‘fake flexibility’, leading to unexpected childcare costs. Return‑to‑office mandates worry parents: 73% fear childcare costs would rise if required to work more days in the office.

When evaluating job opportunities, working parents place the highest value on flexible hours, with 37% prioritising flexible work, 35% prioritising pay, and 25% prioritising job security.

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Analysis of working parents in the United States

In the United States, remote and hybrid working promised greater flexibility for parents. Yet Remote’s survey of 2,001 working parents shows a different picture: despite some flexibility, rising inflation and living costs make managing a career with young children extremely difficult.

The promises versus realities of hybrid work

The data show that hybrid work — often lauded as the best mix of remote and office — can fall short, with hybrid workers facing some of the toughest challenges.

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

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

• Some 21.8% of hybrid workers would like to work from home more often to better manage childcare but find their schedules too inflexible, nearly matching the 23.2% of fully in-office workers facing the same constraint.

The financial and emotional toll of work 'flexibility'

With almost one in three families paying more than $900 per week for childcare during working hours, parents are being forced into difficult choices to cope with the financial and emotional strain of juggling work and family life.

• 40.2% of hybrid and 38.7% of remote working parents say they have cut spending on essentials — groceries, healthcare appointments and household bills — in order to afford childcare during their working hours. In-office workers follow slightly behind at 36.4%.

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

• Despite promises of 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 obligations, higher than the 68.8% of in-office working parents who report the same.

Family planning pressures: a universal challenge

Although experiences differ across work models, one thing remains clear: the profound difficulty and expense of being a working parent in the United States.

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

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

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Summary

The findings from this large survey underline the need for bespoke, flexible workplace policies that reflect the varied circumstances of working parents worldwide. By pointing out similarities and differences across countries, Remote hopes to spark discussion and encourage policy changes that make workplaces more inclusive and supportive for parents everywhere.