Global working parents report

Today’s working parents face a unique 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.

To explore these issues, Remote surveyed 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 workplace challenges they encounter and how employers can better support them. All participants held white-collar desk roles and had at least one child under five. Each region included an even split of fully remote, hybrid and office-based workers.

Global parental leave policy findings

Our analysis uncovers wide differences in how working arrangements — fully remote, hybrid or fully in-office — affect finances, career choices and work–life balance across regions. It also highlights where employers and communities can make the most meaningful improvements to help parents thrive at work.

Belgium working parents analysis

Belgian parents increasingly want flexible working, yet our survey finds many firms are slow to adapt. As companies in Belgium recruit to grow, limited support for remote work remains a barrier for parents.

Remote’s survey of 617 Belgian parents shows 71% would think about leaving their job if remote options were tightened, emphasising the urgent need for more flexible workplace policies to help parents balance home and work responsibilities.

The survey highlights the heavy financial and logistical burden on Belgian families. On average, respondents report spending around 700 euros per week on childcare, including daycare, travel and babysitting — noticeably higher than neighbouring France’s average of 492 euros per week.

Key findings include:

• Impact of return-to-office policies: Seventy‑three per cent of parents have considered quitting or encouraged a partner to quit because of the pressures of managing childcare during working hours.

• Negative workplace feedback: More than two‑thirds (77%) reported receiving negative feedback or being reprimanded for taking unplanned leave to care for a sick child or because of daycare closures.

• Seeking balance: Eighty‑two per cent of parents are thinking about reducing their hours to better balance family time with childcare costs and work.

These results point to an urgent need for improved work–life balance measures to support Belgian parents. Only 26% say they are fully satisfied with current childcare arrangements, showing demand for more flexible options.

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Finland working parents analysis

With Finnish businesses facing a persistent skilled labor shortage, enhanced support for parents could help. Still, Remote’s survey of 601 Finnish parents finds many feeling pressured by the demands of combining work and family life.

A majority (80%) said they felt guilty or anxious when asking for time off for childcare. In many cases this may be justified: 55% feel discriminated against or believe they have been passed over for promotion because they are a working parent.

Additional key findings include:

• Increased costs and pay cuts: Seventy‑five per cent of parents have accepted pay cuts or reduced hours due to limited 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 promotions, 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 their employer’s post‑COVID return policies affected them negatively, and over 70% would consider quitting if required to attend 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 bills 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.

Additional key findings include:

• The impact of workplace policies on family life: Seventy‑one per cent say mandatory return‑to‑office policies have had negative consequences. Nearly 70.5% encouraged a partner to quit to handle childcare, and 64.5% have thought about resigning themselves.

• Need for flexibility and discrimination concerns: Seventy‑three per cent have made flexible working requests, and more than half say they have felt discriminated against or overlooked for promotions because they are parents.

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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Germany working parents analysis

Despite policy discussions about part‑time and flexible models to counteract skills shortages, many German parents face a different reality. Remote’s survey of 1,507 German parents signals a clear need for greater practical support. ‘Fake flexibility’ persists

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

• Seventy‑one per cent of German parents report experiencing 'fake flexibility', such as false promises about remote working or flexible hours.

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

• Seventy‑six per cent experienced negative effects from return‑to‑office policies, with 92% considering job changes if forced to spend more time in the office.

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

• Sixty‑nine per cent 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% said they encouraged a partner to quit or reduce hours because of childcare challenges, and 76% have taken a pay cut or reduced their hours 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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Hong Kong working parents analysis

Remote’s survey of 1,002 Hong Kong parents highlights a strong demand for flexible working to balance careers and childcare. Flexible arrangements such as hybrid or remote work are highly prized — even more than career prospects or a 10% salary rise. Key findings include:

Support for flexible work A large 86% agree that fully remote work is best for their mental health, while 74% say hybrid work helps. Yet almost 87% feel they are given “fake flexibility” despite formal policies. More than 43% worry that asking for flexible arrangements could risk their job, underscoring the gap between policy and practice.

Challenges in implementation: Although 42.1% say their employers have put in flexible working arrangements, 88.9% feel overlooked for promotion due to parental status. Additionally, 87.6% have considered quitting because affordable childcare during working hours is scarce.

Impact on job decisions: Financial and emotional childcare burdens are clear: 88.8% said they have taken a pay cut or reduced hours because affordable childcare was not available, and 87% feel guilty or anxious when asking for time off to care for their children.

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Netherlands working parents analysis

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.

Additional key findings from the survey include:

• Impact of return-to-office policies: Sixty‑five per cent of parents considered quitting or encouraged a partner to quit because of pressure from return‑to‑office policies.

• Negative workplace feedback: Sixty‑eight per cent reported negative feedback or reprimands for taking unplanned leave to care for a sick child or because of 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, and women valuing flexibility more highly.

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Singapore working parents analysis

Remote’s survey of 1,000 Singaporean parents shows flexible work has a strong influence on family planning and work–life balance. With Singapore’s historically low birth rate now a national concern, 89.7% say flexible arrangements would increase their likelihood of having more children. As the Government prepares Tripartite Guidelines for Flexible Work Arrangements by year end, employers’ role in supporting parents and encouraging family growth is increasingly important.

Support for flexible work

Almost nine in ten parents say they would consider having more children if offered more flexible work, emphasising employers’ central role in family planning. The survey also found 81% agree that flexible, remote and hybrid options best help balance career and parenting duties.

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 strain of childcare has led 82.8% to consider quitting due to lack of affordable childcare during working hours. Additionally, 87.3% would consider leaving if faced with more in‑office days, underlining flexibility’s role in retaining staff.

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South Korea working parents analysis

In South Korea, balancing career and parenting remains a significant challenge. Remote’s survey of 1,005 white‑collar parents highlights the critical need for flexible working arrangements.

Flexible work arrangements are not optional but essential for retention among South Korean parents, enabling them to manage childcare, school and family duties.

• Forty‑four per cent of respondents said flexible working is crucial to their decision to remain in a job.

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

• Nearly three quarters (72%) felt return‑to‑office policies harmed their work–life balance, and men were slightly more likely to have changed jobs over such policies (37% men vs 32% women).

Financial strain influences major life choices for working parents.

• Fifty‑eight per cent have considered leaving their jobs because of inadequate flexibility affecting childcare.

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

• Remote workers report the greatest ability to balance family and work without financial compromise: only 28% say they needed to adjust their budget for childcare, compared with 45% of in‑office workers.

Childcare costs are a key 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.

• Thirty‑nine per cent of men versus 34% of women said they work primarily to make childcare affordable, indicating shared financial responsibility between parents.

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Spain working parents analysis

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.

Additional findings include:

• Support for flexible work:Eighty point two four per cent report their companies fully support flexible working, helping organise childcare around the working day. Among those with flexible patterns, 27.45% say it helps them manage household tasks, and 27.15% feel it allows them to be more present for their children.

• Acceptance of flexible work proposals: Over 68% have proposed flexible arrangements, but only 43% say those proposals were 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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Sweden working parents analysis

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.

In the survey, 80% accepted a pay cut or reduced hours to better balance childcare and work, and 83% have considered cutting hours to 80%. Despite relatively low childcare costs, non‑flexible policies and negative employer attitudes harm parents’ wellbeing and career prospects. 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 of parents feel discriminated against or overlooked for promotion because of their parental status.

• Return-to-office policies: Eighty per cent report negative effects from return‑to‑office mandates, and nearly 80% (79.40%) say they were offered “fake flexibility” or false promises about 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 working parents analysis

As the UK faces a widening skills gap, working parents represent a crucial but underused workforce. Remote’s survey of 1,501 parents reveals that despite government measures, parents still face obstacles to full workforce participation.

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.

Additional key findings from the survey include:

• Job dissatisfaction and sacrifices: Seventy‑three per cent have taken pay cuts or cut hours because childcare is unaffordable, and 70% have stayed in unhappy roles purely to cover childcare costs.

• Negative workplace experiences: Sixty‑three per cent say they have been reprimanded or received negative feedback for taking unplanned time off when a child was ill. Three quarters felt guilty or anxious about taking childcare‑related leave, with mothers (78%) more likely to feel this than 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.

Flexible working hours are the top priority when parents consider a job: 37% prioritise flexible hours, 35% prioritise pay, and 25% prioritise job security.

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United States working parents analysis

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 report the highest dissatisfaction with work–life balance at 34%, above in‑office (31%) and remote workers (29%).

• Nearly two in five hybrid workers (39.8%) have had to reduce hours or accept pay cuts because childcare costs rose, 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 often to manage childcare but find schedules too rigid, nearly matching the 23.2% of fully in‑office workers who face the same constraints.

The financial and emotional toll of work ‘flexibility’

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

• Forty point two per cent of hybrid and 38.7% of remote parents report cutting spending on essentials — groceries, healthcare and utilities — to afford childcare during working hours. In‑office workers follow at 36.4%.

• Thirty‑eight per cent of remote and 37% of hybrid parents encouraged partners to quit to handle childcare, compared with 28.8% of in‑office workers.

• Despite promises, 77.9% of remote and 71.8% of hybrid parents report missing important family moments, such as tucking in their children, at least three nights a week — higher than the 68.8% of in‑office parents.

Family planning pressures: A universal challenge

Across work models, one constant emerges: being a working parent in the US is both costly and difficult.

• Nearly one in five parents across all work models have considered sending young children to school earlier to manage childcare costs, showing a common response regardless of work arrangement.

• Almost one in four parents have delayed or reconsidered having more children because of job demands, with remote workers least affected (22% remote vs 25% hybrid and 27% in‑office), suggesting remote roles may offer slightly more confidence in balancing work and family.

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Conclusion

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.