Global working parents report

Please be advised: today’s working parents 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 these pressures, 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 identify workplace challenges and how employers can offer better support. All participants were in white-collar "desk jobs" and had at least one child under five. Each region included an even split of fully remote, hybrid and in-office workers.

Global parental leave policy findings

Our analysis shows marked differences in how working arrangements — remote, hybrid or fully in-office — affect household finances, career choices and overall work–life balance across regions. It also identifies priority areas where employers and local communities can create the greatest positive change for working parents.

Belgium working parents analysis

Belgian parents increasingly seek flexible working, yet our survey indicates employers are slow to respond. As many Belgian firms recruit to grow, the limited support for remote work remains a barrier for parents.

Remote’s survey of 617 Belgian working parents found that 71% would consider quitting if remote-work options were tightened, highlighting an urgent need for more adaptable workplace policies to help parents balance job 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.

Key findings include:

• Impact of return-to-office policies: Seventy-three per cent of parents said they had thought about quitting or had urged their partner to do so because of childcare pressures during working hours.

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

• Seeking balance: Eighty-two per cent of parents are contemplating reduced hours to strike a workable balance between family time, childcare expenses and employment.

These results underscore the pressing requirement for improved work–life balance measures to support Belgian parents. Only 26% of respondents said they were fully satisfied with their current childcare arrangements, signalling 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 working parents could help address the gap. Yet Remote’s survey of 601 Finnish parents shows many feel pressured by the demands of combining work and family life.

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.

Additional key findings include:

• Increased costs and pay cuts: Seventy-five per cent of parents have accepted pay reductions or shorter hours owing to limited childcare. The same proportion believe that more office days would raise their costs.

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

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

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.

Additional key findings include:

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

• Need for flexibility and discrimination concerns: Seventy-three per cent have formally requested flexible working arrangements. More than half feel discriminated against or overlooked for promotion due to their parental responsibilities.

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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Germany working parents analysis

Although policy debates promote part-time and flexible models to address skills shortages, many German parents report a different reality. Remote’s survey of 1,507 German parents emphasises the need for more effective support. ‘Fake flexibility’ persists ‘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.

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

• Seventy-six per cent reported negative effects from return-to-office directives, and 92% said they would consider changing jobs if forced to attend the office more frequently.

• Seventy-six per cent reported feeling guilt or anxiety when requesting leave for childcare.

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

Additionally, 70% encouraged their partner to quit or reduce hours because of childcare, and 76% accepted pay cuts or reduced hours themselves for the same reason.

Flexibility is now 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 needs

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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Hong Kong working parents analysis

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% report that their employers have introduced flexible working arrangements, 88.9% feel overlooked for promotions due to being parents. Moreover, 87.6% have considered resigning because of the lack of affordable childcare during working hours.

Impact on job decisions: Childcare’s financial and emotional toll is clear: 88.8% said they took a pay cut or reduced hours due to unaffordable childcare, and 87% reported guilt and anxiety when requesting time off for childcare.

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Netherlands working parents analysis

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.

Additional key findings from the survey include:

• Impact of return-to-office policies: Sixty-five per cent considered quitting or encouraged their partner to do so because of pressure from return-to-office requirements.

• Negative workplace feedback: Sixty-eight per cent reported criticism or reprimands for taking unplanned leave to care for a sick child or because of daycare closures.

Only 28% of respondents were fully satisfied with their childcare arrangements; most are seeking improvements. Flexible working ranks second only to salary when choosing a job, with men prioritising job security and commute, and women placing higher importance on flexibility.

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Singapore working parents analysis

Remote’s survey of 1,000 Singaporean parents shows flexible work profoundly affects family planning and work–life balance. With Singapore’s historically low birth rate now a national concern, 89.7% of working parents said 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 the national birth rate is crucial. Key findings include:

Support for flexible work

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.

Challenges in implementation

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.

Impact 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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South Korea working parents analysis

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 work arrangements are essential not only as a preference but as a deciding factor for South Korean parents to remain with their employer, enabling them to manage childcare, schooling and other family obligations.

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

• Remote workers reported the highest satisfaction with work–life balance at 65%, compared with 58% for hybrid and 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 strain influences major life decisions for working parents.

• Fifty-eight per cent of parents have contemplated leaving their jobs because of insufficient flexibility affecting childcare.

• Women are more likely to reduce hours: 35% reported likely to cut hours to manage childcare, versus 25% of men.

• Remote workers reported the greatest ability to balance family and work without financial compromise: only 28% said they needed to change their budgets for childcare, compared with 45% of in-office workers.

Childcare costs are a primary concern for working parents.

• While 36% of respondents work mainly to afford childcare, remote workers cited childcare as a less dominant career motivator (30%) than hybrid (35%) or in-office workers (40%), suggesting remote work can help manage childcare costs alongside career aims.

• Thirty-nine per cent of men versus 34% of women said they work primarily to afford childcare, indicating both parents share financial responsibility.

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Spain working parents analysis

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.

Additional findings include:

• Support for flexible work:Eighty point twenty-four per cent stated their companies fully support flexible working, allowing childcare to be arranged around work. Among those with flexible patterns, 27.45% said it helps them manage domestic responsibilities better, while 27.15% felt it enabled them to be more present for their children when needed.

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

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.

Eighty per cent accepted pay cuts or reduced hours to manage childcare, and 83% considered reducing hours to 80%. Despite relatively low childcare costs, non-flexible policies and negative employer attitudes harm parents’ mental health and career progression. Additional key findings: Additional key findings:

• Mental health impact: Eighty point fifty-six per cent reported guilt or anxiety when requesting childcare leave, and 79.40% had been reprimanded for unplanned leave to care for a sick child.

• Experiences of discrimination: Seventy-one point forty-three per cent feel discriminated against or overlooked for promotion because of their parental status.

• Return-to-office policies: Eighty per cent reported that return-to-office mandates adversely affected them, and nearly 79.40% said they were offered "fake flexibility" or false remote-work promises.

Almost 70% thought small adjustments could improve their situation, with flexible working a top priority. The survey also shows 82.39% think stronger laws are needed to support flexible work, 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 features highly in job searches — between 15% and 26% of respondents rate it as most important. In Sweden, by contrast, this option received zero per cent preference.

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United Kingdom working parents analysis

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.

More than two thirds (70%) of UK working parents said they have quit or considered quitting due to unaffordable childcare. Financial strain is acute: over half reported paying more than £1,600 per month for childcare — around 25% higher than the average rent in England.

Additional key findings from the survey include:

• Job dissatisfaction and sacrifices: Seventy-three per cent have accepted pay cuts or reduced hours due to unaffordable childcare, and 70% have stayed in an unhappy job to fund childcare.

• Negative workplace experiences: Sixty-three per cent reported being reprimanded or receiving negative feedback for unplanned childcare-related absences. Seventy-five per cent felt guilt or anxiety about taking such time off, with working mothers (78%) more likely to feel guilty 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 bills would rise if required to attend the office more often.

Flexible hours are the top priority when choosing a role: 37% prioritise flexibility, 35% prioritise pay, and 25% prioritise job security.

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United States working parents analysis

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.

The promises versus realities of hybrid work

Data indicates that hybrid work — often promoted as the ideal blend of remote and office time — frequently fails to meet expectations, with hybrid workers experiencing some of the toughest pressures.

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

• Almost two in five hybrid workers (39.8%) said they had to reduce hours or accept pay cuts due to rising childcare costs during working hours, compared with 31.3% of remote and 30.6% of in-office parents.

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

The financial and emotional toll of work ‘flexibility’

Nearly one in three families spend over $900 per week on childcare during working hours, forcing parents to make difficult financial and emotional decisions to balance work and family.

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

• Thirty-eight per cent of remote and 37% of hybrid parents said they had encouraged their partners to quit to manage childcare, a view less common among in-office workers (28.8%).

• Despite flexibility claims, 77.9% of remote and 71.8% of hybrid parents reported missing important family moments, such as putting their children to bed, on average at least three days per week — higher than 68.8% of in-office parents.

Family planning pressures: a universal challenge

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

• Almost one in five parents across work models have considered enrolling their young children in school earlier to reduce childcare costs, reflecting a common adaptation regardless of work arrangement.

• Nearly one in four parents have delayed or reconsidered having additional children due to job demands, with remote workers least affected (22% remote vs. 25% hybrid and 27% in-office), suggesting remote roles may provide relatively greater confidence in balancing family and career.

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Conclusion

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.