Report on global working parents

Working parents today encounter a distinct set of pressures

Working parents internationally must continually juggle professional duties alongside childcare responsibilities. With many firms reinstating office attendance, inflation on the rise, and living costs climbing in many regions, the monetary and emotional strains of childrearing have intensified.

To explore this, Remote carried out a worldwide 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 specific workplace challenges they encounter and how employers around the world can offer better support. All participants held white collar \"desk jobs” and had at least one child under five years old. In each region, respondents were evenly split between fully remote, hybrid and in-office working arrangements.

Findings on global parental leave policies

Our results show considerable variation in how working arrangements — fully remote, hybrid, or fully in-office — affect finances, career decisions and overall work-life balance across regions. The report also pinpoints the areas where employers and community stakeholders can make the greatest difference in enabling working parents to thrive in the workplace.

Analysis of working parents in Belgium

An increasing number of working parents in Belgium are seeking flexible working arrangements; however, our survey shows employers are slow to meet these requirements. As many Belgian companies hire to expand their teams, insufficient support for remote work continues to be a limiting factor.

Remote’s survey of 617 Belgian working parents finds that 71% would contemplate leaving their role should remote work options become more restricted. This underscores the urgent need for more adaptable workplace policies to help parents manage both professional duties and family responsibilities.

The survey also reveals the financial and logistical burdens on Belgian families. On average, respondents reported spending roughly €700 per week on childcare-related costs, including daycare, travel and babysitting — notably higher than nearby France, where the survey average was €492 per week.

Principal findings include:

• Effect of return-to-office policies: 73% of parents have considered leaving their job—or encouraged their partner to do so—because of the strain of managing childcare during working hours.

• Negative feedback at work: Over two-thirds (77%) of parents said they received negative feedback or were reprimanded for taking unplanned leave to look after a sick child or due to daycare closures.

• Pursuing better balance: 82% of parents are contemplating reducing their working hours to achieve the right balance between family time, childcare costs and employment.

These findings demonstrate the immediate need for enhanced work-life balance measures to support working parents in Belgium. Merely 26% of respondents report being fully satisfied with their current childcare arrangements, emphasising the demand for more flexible working options.

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Analysis of Finland working parents

Finnish firms are contending with a persistent skilled labour shortage, expanded support for working parents could be part of the solution. However Remote’s survey of 601 Finnish parents indicates many feel the strain of juggling professional and family responsibilities.

A majority (80%) said they experienced guilt or anxiety when requesting time off for childcare. In many instances this appears justified: 55% feel discriminated against or believe they were overlooked for promotions because they are parents.

Other principal findings include:

• Higher costs and pay cuts: 75% of parents have accepted pay cuts or shortened hours because childcare options are limited. The same percentage believe that additional office days would raise their expenses.

• Discrimination in the workplace: 55% of parents report feeling discriminated against or passed over for promotions, and 74% have received negative feedback for taking unplanned time off to care for their children.

• Adverse effects of return-to-office policies: 77% of parents say their employers enforced post-COVID return-to-office policies that affected them adversely, and over 70% would consider resigning if obliged to spend more days in the office.

Despite these problems, 87% acknowledge employer support for flexible work as important for managing childcare. Yet 82% call for improved legislation to better protect working parents.

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France working parents analysis

Despite government initiatives, many French parents still struggle with high childcare costs and rigid workplace policies. Remote’s survey of 1,002 mothers and fathers emphasises the need for reforms to help parents balance work and family life. The financial strain is severe: French parents spend an average of €493 per week on childcare-related expenses such as daycare, transport and babysitting. Seventy-four per cent reported cutting essential spending — healthcare, groceries and utilities — to afford childcare, while 80% said that more in-office days would further raise childcare costs. 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 notable findings are:

• How workplace policies affect family life: 71% of parents report adverse effects resulting from mandatory return-to-office policies. Almost as many parents (70.5%) report they have urged their partner to leave their job to take on childcare responsibilities, and 64.5% have contemplated resigning themselves.

• Demand for flexible working and discrimination concerns: A total of 73% of parents have lodged requests for flexible working with their employers. Furthermore, over half say they have felt discriminated against or been overlooked for promotion because of their parental status.

The survey also shows 86% believe stronger laws are needed to support working parents, and 81% want the government to increase funding for childcare centres and subsidised services.

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Working parents in Germany: an analysis

Although debates and political initiatives emphasise part-time and flexible work as measures to address the country’s skills shortage, the experience of many German parents tells a different tale. Remote’s survey of 1,507 German parents underscores the pressing need for more support. ‘Fake flexibility’ persists

Eighty-four per cent believe their employer supports flexible work in principle, enabling childcare arrangements around working hours, but deeper inspection reveals substantial shortfalls:

• Seventy-one per cent of German parents described experiencing ‘fake flexibility’ — promises of remote work or flexible hours that are not honoured.

• 79% reported being passed over for promotions or other opportunities at work because they are working parents.

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

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

• 69% have received reprimands or negative feedback after taking unplanned leave to care for a sick child or because of daycare closures.

Additionally, 70% of respondents said they had encouraged their partner to quit or cut back hours because of childcare difficulties, while 76% reported taking a pay cut or reducing their own hours for the same reason.

Flexibility now ranks as parents’ top priority

Parents told us that flexibility is now the primary factor when selecting an employer:

• 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 is now guaranteed in some measures, many parents still struggle to secure suitable childcare. In the survey, 70% encouraged their partner to quit, 76% have accepted pay cuts or reduced hours, and 78% believe the government must improve childcare provisions and capacity. Additionally, 83% want laws that enable flexible working models for parents.

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Analysis of working parents in Hong Kong

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

Support for flexible work Eighty-six per cent agree that full remote work benefits their mental health the most, while 74% favour hybrid arrangements. However, almost 87% feel they were offered “fake flexibility” despite stated policies. More than 43% worry that requesting flexible work might risk their employment, indicating a clear need for better acceptance and implementation by employers.

Challenges in implementation: Although 42.1% of respondents report their employers have introduced flexible working arrangements, 88.9% believe they are overlooked for promotions or other opportunities because they are working parents. Moreover, 87.6% have thought about leaving their roles owing to the shortage of affordable childcare during working hours.

Impact on job decisions: Childcare places clear financial and emotional strain on families: 88.8% of respondents say they have accepted a pay cut or reduced their working hours because affordable childcare options are lacking. In addition, 87% of working parents report feeling guilty and anxious when they request time off to look after their children.

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Analysis of working parents in the Netherlands

While Dutch firms are actively recruiting, Remote’s survey of 1,007 parents shows working parents struggle to remain in the workforce. Over 71% would consider leaving if remote-work options became more restrictive, and nearly 19% faced pushback when seeking flexible hours. Seventy-six per cent are thinking about reducing hours to manage family time, childcare costs and work duties.

As in many countries, childcare costs are a major burden: Dutch parents reported average spending of €723 per week, considerably higher than France’s average of €492 per week.

Other notable findings from the survey include:

• Effect of return-to-office policies: 65% of working parents said they contemplated leaving their job, or encouraged their partner to do so, because of heightened pressure from return-to-office policies.

• Negative feedback at work: 68% of parents said they had received unfavourable feedback or had been reprimanded after taking unplanned time off to care for a sick child or because of daycare closures.

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

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Analysis of working parents in Singapore

Remote’s survey of 1,000 working parents in Singapore examines how flexible working arrangements influence family planning and work–life balance. With Singapore’s historically low birth rate becoming a national concern, 89.7% of working parents indicate that access to flexible working arrangements would raise their likelihood of having more children. As the Government readies implementation of the Tripartite Guidelines for Flexible Work Arrangements (FWAs) by the end of the year, employers’ support for working parents is increasingly pivotal to efforts to lift the birth rate. Key findings include:

Support for flexible working

Nearly nine in ten parents said they would consider having more children if provided with flexible working; 81% agree that flexible, remote and hybrid arrangements are most helpful for reconciling career and parenting duties.

Implementation challenges

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

Effect on job decisions

Eighty-two point eight per cent have considered leaving their jobs because of unaffordable childcare during working hours, and 87.3% would consider resigning if required to attend the office on more days — highlighting flexible work’s role in retention.

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Analysis of working parents in South Korea

In South Korea, balancing career and parenting remains a major challenge. Remote’s survey of 1,005 white-collar workers highlights the urgent need for more flexible working arrangements.

Flexible working arrangements are more than a preference; they are essential for South Korean working parents to remain in employment and to juggle childcare, schooling and other family responsibilities.

• 44% of respondents stated that flexible working arrangements are vital when deciding whether to remain in their current job.

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

• Almost three quarters (72%) felt negative effects from return-to-office policies on work–life balance, with men slightly more likely to change jobs for this reason (37% men vs. 32% women).

Financial pressures shape major life choices for working parents.

• 58% of parents have contemplated quitting their jobs because insufficient workplace flexibility hampers childcare.

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

• Remote workers are most able to balance work and family without financial compromise; only 28% say they must alter their childcare budget, compared with 45% of in-office employees.

The expense of childcare is a central concern for working parents.

• Overall, 36% of respondents say they work primarily to cover childcare costs. Amongst remote workers this motive is less prominent, at 30%, compared with 35% for hybrid and 40% for in-office employees, implying that remote roles may better enable parents to align career ambitions with childcare expenses.

• 39% of men versus 34% of women report working mainly to make childcare affordable, suggesting that both mothers and fathers feel a similar financial obligation regarding childcare needs.

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Analysis of working parents in Spain

Remote’s survey of 1,002 Spanish parents shows that flexible hours and remote-work arrangements now rank alongside pay as primary job priorities, reflecting a wider shift in work–life balance expectations.

When choosing work, 42.42% of Spanish parents prioritise flexible hours, closely followed by pay at 41.82%, and remote policies at 25.75%. Flexibility in scheduling has eclipsed mere location flexibility. The importance of flexible work is underlined by the finding that 49.47% would consider leaving their job if required to increase in-office days; 19.41% might resign even without another role lined up, highlighting how critical flexibility has become. 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 are as follows:

• Employer support for flexible work: A sizable 80.24% of Spanish workers say their employers fully back flexible working and provide essential support to organise childcare in line with their workday. Within those using flexible work patterns, 27.45% report it helps them handle household responsibilities more effectively, and 27.15% state it allows them to be more present for their children when needed.

• Employer response to flexible work proposals: More than 68% of respondents have proposed flexible working arrangements to their employers, yet only 43% report that those arrangements have been accepted.

Although regulations aim to help parents, 84.23% believe national laws should better enshrine flexible work. Additionally, 74.15% report that available childcare support is difficult to access.

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Analysis of working parents in Sweden

As return-to-office demands rise and calls for flexibility increase, Swedish parents confront serious hurdles balancing work and family. Remote’s survey of 602 Swedish parents highlights the vital role of flexible working and the adverse effects of rigid policies on wellbeing and careers.

According to the survey, 80% of parents reported they had accepted a pay cut or reduced their working hours to better juggle childcare and work, and 83% have contemplated cutting their hours to 80%. Even though childcare costs in Sweden are comparatively low, inflexible work policies and unsupportive employer attitudes have a clear negative effect on parents' mental health and career development. Additional key findings:

• Mental health impact: 80.56% report feeling guilty or anxious when they request time off for childcare needs, and 79.40% say they have been reprimanded for taking unplanned time off to care for a sick child.

• Experiences of discrimination: 71.43% of parents feel they have faced discrimination or been overlooked for promotion because of their parental status.

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

Almost 70% of respondents felt modest adjustments could improve their current arrangements, 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 accepted.

In other nations such as Finland, France, the UK, Germany, the Netherlands, and the US, generous parental leave policies rank highly among job-search priorities—between 15% to 26% of respondents consider these options most important when hunting for a job. However, in Sweden, this option receives zero percent preference.

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Analysis of working parents in the United Kingdom

As the UK contends with a growing skills gap, working parents represent an essential but underused talent pool. Remote’s survey of 1,501 parents shows that despite governmental measures, many UK parents still face obstacles to full workforce participation.

Over two-thirds (70%) of working parents in the UK reported that they have left or are contemplating leaving their job because affordable childcare is not available. Financial strain is a prominent concern, with over half of working parents stating they pay over £1600 per month for childcare, 25% more than the average rent in England.

Other notable findings from the survey include:

• Dissatisfaction at work and compromises: 73% report taking a pay cut or reducing their hours because childcare is unaffordable, and 70% say they have remained in an unhappy role so they can afford childcare.

• Negative experiences in the workplace: 63% of working parents report they have been reprimanded or received negative feedback at work after taking unplanned time off because their child was unwell. Three quarters of respondents experienced guilt or anxiety when taking time off for childcare, with working mothers (78%) more likely to feel guilty about unplanned childcare-related absences than working fathers (68%).

Despite the Flexible Work Act coming into force in April, false promises of flexibility persist. Sixty-five per cent reported being offered ‘fake flexibility’, creating unplanned childcare costs. Return-to-office mandates worry parents: 73% fear childcare banknotes would rise if required to attend the office more often.

When evaluating job opportunities, working parents place the greatest importance 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, flexible models promise improved balance for working parents, but Remote’s survey of 2,001 parents reveals the reality is more challenging. Amid inflation and higher living costs, managing a career — even with some flexibility — alongside young children remains difficult.

How hybrid work's promises compare with its realities

Evidence indicates that, although hybrid models are praised for combining remote and office environments, they frequently fail to meet expectations, with hybrid employees experiencing some of the most significant challenges.

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

• Almost two in five hybrid employees (39.8%) report reducing their working hours or accepting pay cuts because childcare costs during working hours have surged, compared with 31.3% of remote and 30.6% of in-office parents.

• 21.8% of hybrid workers would prefer to work from home more often to manage childcare but find their schedules too inflexible, almost matching the 23.2% of fully in-office workers who report similar constraints.

Financial and emotional costs of so-called work ‘flexibility’

With almost one in three households spending in excess of $900 weekly on childcare during working hours, parents are compelled to make hard choices to manage the financial and emotional pressures of juggling work and family life.

• 40.2% of hybrid and 38.7% of remote working parents report cutting expenditure on essentials, including groceries, medical appointments, and utilities, in order to afford childcare during working hours. In-office workers are slightly lower at 36.4%.

• 38% of remote and 37% of hybrid parents state they have urged their partners to quit their jobs to manage childcare, a view less common among in-office workers (28.8%).

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

Family planning pressures: a common challenge

Across work models, a consistent theme is the high cost and difficulty of parenting in the US.

• Almost one in five parents across all working arrangements have considered sending their young children to school earlier to cope with high childcare costs, underscoring a widespread challenge regardless of work model.

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

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Final remarks

The survey data highlights the imperative for customised, flexible workplace policies that reflect the varied circumstances and needs of working parents worldwide. By drawing out both shared challenges and regional differences, Remote aims to encourage constructive dialogue and policy reforms to create more inclusive, supportive workplaces for parents globally.