Global working parents report

Today’s working parents confront a distinct set of pressures

Working parents across the globe are juggling the demands of their jobs alongside parenting. With more return-to-office mandates, rising inflation and higher living costs, the financial and emotional burden of childcare is intensifying.

To explore those challenges and how employers can help, 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. All respondents held white-collar "desk jobs" and had at least one child under five years old. Each region’s sample was evenly split between fully remote, hybrid and in-office arrangements.

Global parental leave policy findings

Our analysis shows clear differences in how working setups — fully remote, hybrid or fully in-office — affect finances, career choices and overall work–life balance across regions. It also pinpoints where employers and communities can make the biggest difference in helping working parents succeed at work.

Belgium working parents analysis

Belgian working parents are increasingly seeking flexible arrangements, yet our survey shows many companies are slow to respond. As firms in Belgium recruit to grow, limited support for remote work remains a barrier to parents’ participation in the workforce.

Remote surveyed 617 Belgian working parents and found that 71% would consider leaving their job if remote work options were tightened. This underlines the urgent need for more adaptable policies to help parents balance work and family duties.

The survey also highlights Belgium’s financial and logistical childcare pressures. On average, parents spend around 700 euros per week on childcare-related costs, including daycare, transport and babysitting — a figure notably higher than nearby France, where the average is 492 euros per week.

Key findings include:

• Impact of return-to-office policies: 73% of parents have considered quitting or have encouraged their partner to quit because of the pressures of managing childcare during working hours.

• Negative workplace feedback: Over two-thirds (77%) of parents reported receiving negative feedback or reprimands for taking unplanned time off to care for a sick child or because of daycare closures.

• Seeking balance: Eighty-two percent of parents are considering reducing their hours to better balance family time, childcare costs and work responsibilities.

These results show the pressing need for improved work–life balance solutions to support Belgian parents. Only 26% are fully satisfied with their current childcare arrangements, highlighting the demand for more flexible working options.

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Finland working parents analysis

With Finnish businesses facing a chronic skilled labor shortage, stronger support for working parents could help. 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’ve felt guilty or anxious when requesting time off for childcare. In many cases this may be justified: 55% feel discriminated against or believe they have been overlooked for promotions or opportunities because they are working parents.

Additional key findings include:

• Increased costs and pay cuts: Seventy-five percent of parents have accepted pay cuts or reduced hours because of limited childcare options. An equal share believe more office days would raise their costs.

• Workplace discrimination: Fifty-five percent of parents 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 percent said post-COVID return-to-office policies affected them negatively, with over 70% considering quitting if required to work more office days.

Despite these issues, 87% acknowledge their employer supports flexible working, which is essential for meeting childcare needs. The survey also stresses the need for stronger laws, with 82% calling for legislative improvements.

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France working parents analysis

Despite government efforts to support parents, many in France still struggle with high childcare costs and rigid workplace policies. Remote’s survey of 1,002 parents highlights the need for reforms to help people balance paid work with family life. Childcare is a major financial pressure for French parents, who spend an average of €493 per week on daycare, transport and babysitting. That cost forces many families into difficult trade-offs: 74% have cut back on essentials like healthcare, groceries and utilities to afford childcare, and 80% say more in-office work would further increase their childcare expenses.

Additional key findings include:

• The impact of workplace policies on family life: Seventy-one percent of parents say mandatory return-to-office policies have had negative effects. Nearly as many (70.5%) have urged their partner to quit to manage childcare, and 64.5% have considered resigning themselves.

• Need for flexibility and discrimination concerns: Seventy-three percent of parents have requested flexible working arrangements, and more than half say they have felt discriminated against or overlooked for promotion because of being a parent.

The survey also finds 86% of respondents want stronger laws and regulations to support working parents, and 81% feel the government should do more to fund and subsidise childcare services.

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Germany working parents analysis

Although debates continue about part-time and flexible models to address the skills shortage, the reality for many German parents is different. Remote’s survey of 1,507 German parents shows a strong need for more practical support. ‘Fake flexibility’ persists

The survey suggests that while 84% feel their employers support flexible work in principle, significant gaps remain in practice:

• Seventy-one percent of German parents report experiencing 'fake flexibility', such as empty promises of remote work or flexible hours.

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

• Seventy-six percent experienced negative effects from return-to-office policies, with 92% considering changing jobs if forced to be in the office more often.

• Seventy-six percent felt guilty or anxious when requesting time off for childcare needs.

• Sixty-nine percent have been reprimanded or received negative feedback for taking unplanned time off to care for a sick child or because of 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 cut hours themselves for the same reason.

Flexibility is now parents’ top priority

Working parents reported that flexibility is now the number one factor when choosing a workplace:

• 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 measures guaranteeing childcare after 12 months, many parents still struggle to secure appropriate care. In the survey, 70% said they have encouraged their partner to quit, 76% have accepted a pay cut or reduced hours, and 78% believe the government should do more to support childcare facilities and increase places. Additionally, 83% 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 working parents shows a strong demand for flexible arrangements to juggle work and parenting. The report finds that hybrid or remote options are highly valued — even more than job prospects or a 10% pay rise. Key findings include:

Support for flexible work A substantial 86% of working parents agree that fully remote work benefits their mental health most, while 74% say hybrid arrangements also help. Yet nearly 87% feel they were offered “fake flexibility” despite policies claiming to be flexible. More than 43% worry that asking for flexible arrangements could risk their job, highlighting the need for better uptake and acceptance by employers.

Challenges in implementation: Although 42.1% said their employers had implemented flexible working arrangements, 88.9% feel overlooked for promotions due to being working parents. Additionally, 87.6% have considered quitting because affordable childcare during working hours is lacking.

Impact on job decisions: The emotional and financial weight of childcare is clear: 88.8% said they had taken a pay cut or reduced hours due to lack of affordable childcare, and 87% feel guilty and anxious when requesting time off to care for their children.

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Netherlands working parents analysis

As many Dutch companies recruit to expand, Remote’s survey of 1,007 shows working parents face barriers to full workforce participation. Over 71% of Dutch parents would consider leaving their job if remote options became stricter, and nearly 19% experienced pushback when requesting flexible working. Seventy-six percent are considering reducing hours to balance family time, childcare costs and work.

Childcare costs are a major issue in the Netherlands, with parents reporting average weekly spending of €723 — significantly higher than France’s €492 average.

Additional key findings from the survey include:

• Impact of return-to-office policies: Sixty-five percent of working parents considered quitting or encouraged their partner to do so because of increased pressure from return-to-office policies.

• Negative workplace feedback: Sixty-eight percent of parents reported receiving negative feedback or reprimands for taking unplanned time off to care for a sick child or because of daycare closures.

Only 28% of respondents are fully satisfied with their current childcare arrangements, and most seek improvements. Flexible working is the second most important factor after salary when choosing a job, with men more focused on job security and commute length, and women placing greater emphasis on flexibility.

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Singapore working parents analysis

Remote’s survey of 1,000 Singaporean working parents shows the role flexible work plays in family planning and work–life balance. With Singapore’s historically low birth rate a national concern, 89.7% of parents say flexible working would increase their chances of having more children. As the Government plans to roll out Tripartite Guidelines for Flexible Work Arrangements by year‑end, employers’ support for parents will be increasingly important. Key findings include:

Support for flexible work

Almost nine in ten parents said they would consider having more children if given more flexible work options. The survey also found 81% agree that flexible, remote and hybrid arrangements are most helpful in balancing career and parenting responsibilities.

Challenges in implementation

Although 56.4% said their flexible work requests were accepted, 82.1% feel they were offered “fake flexibility,” pointing to a gap between policy and day-to-day practice.

Impact on job decisions

The financial and emotional cost of childcare has driven 82.8% of respondents to consider quitting due to lack of affordable childcare during working hours. Additionally, 87.3% said they would consider leaving if faced with more in-office days, underlining flexibility’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 critical need for flexible working options.

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

• Forty-four percent of respondents said flexible working arrangements are crucial to their decision to stay in a job.

• Remote workers report the highest satisfaction with work–life balance at 65%, compared with 58% for hybrid and 49% for in-office workers.

• Nearly three in four parents (72%) reported negative impacts from return-to-office policies on their work–life balance, with slightly more men having changed jobs over these policies (37% men vs 32% women).

Financial strain influences major life choices for working parents.

• Fifty-eight percent of parents have considered leaving their jobs because of insufficient work flexibility that affects childcare.

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

• Remote workers report a greater ability to manage work and family without needing to adjust budgets for childcare — only 28% said they needed to cut their childcare budget, versus 45% of in-office workers.

Childcare costs are a key consideration for working parents.

• While 36% of respondents work primarily to afford childcare, remote workers rate childcare as a slightly less dominant career driver (30%) compared with hybrid (35%) and in-office (40%) workers, suggesting remote roles may better help manage childcare costs alongside career goals.

• Thirty-nine percent of men versus 34% of women said they work primarily to afford childcare, indicating similar financial responsibility feelings among parents.

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Spain working parents analysis

Remote’s survey of 1,002 Spanish working parents shows that flexible hours and remote policies have become major job priorities alongside pay. This reflects a shift in work–life balance expectations, with flexibility now seen as non-negotiable for many.

When choosing a job, 42.42% of Spanish parents prioritise flexible working hours, followed by pay at 41.82% and remote working policies at 25.75%. Flexibility in hours outranks location-based flexibility, showing a preference for adaptable schedules. Flexible work is so important that 49.47% would consider leaving if in-office days increased; notably, 19.41% would contemplate resigning even without another job lined up.

Additional findings include:

• Support for flexible work:A significant 80.24% report their companies fully support flexible working and help them organise childcare around the working day. Among those with flexible patterns, 27.45% say it helps manage household duties better, while 27.15% feel it lets them be more present for their children.

• Acceptance of flexible work proposals: More than 68% have proposed flexible arrangements, yet only 43% say those proposals were accepted.

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

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Sweden working parents analysis

As return-to-office mandates rise and calls for flexibility grow, Swedish working parents face hard choices balancing work and family. Remote’s survey of 602 parents highlights how inflexible policies and negative attitudes at work affect daily life for parents.

In the survey, 80% of parents said they had accepted a pay cut or reduced hours to balance childcare and work, and 83% had considered reducing to 80% hours. Despite Sweden’s relatively low childcare costs, rigid work policies and poor employer attitudes significantly affect parents’ mental health and career progression. Additional key findings:

• Mental health impact: Eighty-point-five-six percent 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 percent of parents feel discriminated against or overlooked for promotions because of their parental status.

• Return-to-office policies: Eighty percent report that return-to-office mandates have had a negative effect, with nearly 80% (79.40%) saying they were offered "fake flexibility" or false promises about remote work and flex-time.

Almost 70% of respondents believed their situation could improve with small changes, and flexible working is a top priority. The survey also shows 82.39% of parents want stronger laws to support flexible working, and 78.57% have submitted flexible working requests, most of which were accepted.

In other countries such as Finland, France, the UK, Germany, the Netherlands and the US, generous parental leave ranks highly when job hunting — between 15% and 26% cite it as a top priority. In Sweden, this option registers zero percent preference.

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United Kingdom working parents analysis

With the UK facing a growing skills gap, working parents are an important but underused talent pool. Remote’s survey of 1,501 parents finds that, despite government initiatives, many UK parents still struggle to participate fully in the workforce.

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

Additional key findings from the survey include:

• Job dissatisfaction and sacrifices: Seventy-three percent have taken a pay cut or reduced hours because childcare is unaffordable, and 70% have stayed in an unhappy job to afford childcare.

• Negative workplace experiences: Sixty-three percent say they have been reprimanded or received negative feedback for taking unplanned time off due to a sick child. Around three quarters felt guilty or anxious about taking childcare leave, with mothers more likely to feel this (78%) than fathers (68%).

Despite the new Flexible Work Act coming into force in April, false promises of flexible and remote work continue to affect parents. In the survey, 65% said they had been offered ‘fake flexibility’, causing unexpected childcare costs. Return-to-office mandates worry many: 73% fear childcare costs would rise if required to work more days in the office.

Flexible working hours top the list of priorities when parents choose a job: 37% put flexible work first, 35% prioritise pay, and 25% value job security.

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United States working parents analysis

In the United States, flexible models like remote and hybrid work promised better balance for working parents. But Remote’s survey of 2,001 parents reveals a different picture: despite some flexible options, rising inflation and living costs make managing work and young children very challenging.

The promises versus realities of hybrid work

The data shows that hybrid working, often promoted as the ideal mix of remote and office time, can fall short — hybrid workers face some of the toughest challenges.

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

• Nearly two in five hybrid workers (39.8%) say they have had to reduce hours or accept pay cuts because childcare costs are rising, compared with 31.3% of remote and 30.6% of in-office parents.

• Twenty-one-point-eight percent 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 with similar constraints.

The financial and emotional toll of work ‘flexibility’

Almost one in three families in the US spend more than $900 weekly on childcare during work hours, forcing parents into difficult decisions to manage financial and emotional strain.

• Forty-point-two percent of hybrid and 38.7% of remote parents reported cutting spending on essentials — groceries, healthcare and utilities — to afford childcare during working hours. In-office workers were slightly lower at 36.4%.

• Thirty-eight percent of remote and 37% of hybrid parents say they have encouraged partners to quit to manage childcare, compared with 28.8% of in-office workers.

• Despite the promise of flexibility, 77.9% of remote and 71.8% of hybrid parents report missing key family moments, like tucking children into bed, at least three days a week — higher than 68.8% of in-office parents.

Family planning pressures: A universal challenge

Across work models, the difficulty and cost of being a working parent in the US remain profound.

• Nearly one in five parents across all work models have considered sending their young children to school earlier to cope with high childcare costs.

• 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 survey’s findings underline the need for tailored, flexible workplace policies that reflect the varied needs of working parents worldwide. By comparing commonalities and differences across countries, Remote hopes to spark conversation and encourage policy changes that make workplaces more inclusive and supportive for parents everywhere.