Global working parents report

Today’s working parents face a unique 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 findings reveal significant variations in how working arrangements — fully remote, hybrid, or fully in-office — impact finances, career decisions, and overall work-life balance across different regions. It also details areas where employers and communities can make the biggest impact in giving working parents the best possible opportunity to succeed in the workplace.

Belgian 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’s survey of 617 Belgian working parents found that 71% would contemplate leaving their job if remote work options were tightened. The finding underlines the immediate need for more flexible work policies so parents can better manage paid work alongside family responsibilities.

The survey outlines the financial and logistical strain on Belgian parents. On average, they spend around 700 euros per week on childcare, including daycare, transport and babysitting. That amount is noticeably higher than in nearby France, where the average is 492 euros per week.

Main findings include:

• How return-to-office policies affect parents: 73% of parents have considered resigning or encouraging their partner to do so because the pressure of managing childcare during working hours became too great.

• Negative feedback at work: Over two-thirds (77%) of parents reported receiving negative feedback or being reprimanded after taking unplanned time off to care for a sick child or when daycare closed.

• Seeking a better balance: 82% of parents are considering working fewer hours to better balance family time, childcare costs and paid work.

The results point to an urgent need for improved work–life balance measures to support Belgian working parents. Only 26% of respondents are fully satisfied with their current childcare arrangements, underscoring strong demand for more flexible work options.

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Analysis of working parents in Finland

With Finnish firms confronting a long-term skilled labour shortage, improved support for working parents might help. Remote’s survey of 601 Finnish parents, however, shows many feel pressured by having to balance paid work and family responsibilities.

Most parents (80%) reported feeling guilty or anxious when they asked for time off to cover childcare needs. For many, that reaction is understandable: 55% said they have felt discriminated against or believe they were overlooked for promotions or other opportunities at work because they are a working parent.

Other notable findings include:

• Rising costs and pay reductions: 75% of parents have accepted pay cuts or reduced their hours because childcare options are limited. The same proportion say more days in the office would raise their costs.

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

• Negative effects of return-to-office policies: 77% of parents said their employers introduced post-COVID return-to-office rules that affected them negatively, and over 70% would consider quitting if they were required to work additional days in the office.

Even so, 87% of respondents recognise their employer’s support for flexible work, which is vital for managing childcare. The survey also highlights the need for stronger laws and clearer regulations to support working parents, with 82% calling for legislative improvements.

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Analysis of working parents in France

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.

Other main findings are:

• How workplace policies affect family life: 71% of parents report adverse effects from mandatory return-to-office rules. Almost as many parents (70.5%) say they encouraged their partner to quit paid work to manage childcare, and 64.5% have considered resigning themselves.

• Flexibility needs and worries about discrimination: 73% of parents have submitted flexible working requests to their employers. Moreover, more than half report feeling discriminated against or being overlooked for promotions because of their parental status.

The survey also shows that 86% of respondents think stronger laws and regulations are needed to support working parents, and 81% believe the government should do more to fund childcare providers and offer subsidised options.

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Analysis of working parents in Germany

Although policymakers continue to debate part-time and flexible working as a solution to the skills shortage, the day-to-day experience of many German parents tells a different story. Remote’s survey of 1,507 German parents makes clear there is a pressing need for better support. ‘Fake flexibility’ persists

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

• 71% of German parents say they have encountered 'fake flexibility' from employers, such as promises of remote work or flexible hours that failed to materialise.

• 79% said they were overlooked for promotions or other opportunities at work because they are working parents.

• 76% reported negative effects from return-to-office policies, and 92% would consider changing jobs if required to be in the office more often.

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

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

In addition, 70% of respondents have encouraged their partner to quit or reduce hours because of childcare pressures, and 76% have taken a pay cut or cut their own working hours for the same reason.

Flexibility is now parents’ top priority

Working parents told us that, when choosing a workplace, flexibility now ranks first among their key considerations:

• Flexible working hours (35%)

• Job security (28%)

• Pay (28%)

• Childcare services/stipend (26.4%)

• Remote working policies (26.1%)

Government and policy needs

Even with recent steps to guarantee childcare after 12 months, many parents still struggle to secure appropriate care. In the survey, 70% said they had encouraged their partner to quit their job, 76% reported taking a pay cut or reducing their hours, and 78% think the government should do more to improve childcare provision and create more places. A further 83% want laws that make it easier for working parents to access flexible working models.

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Analysis of working parents in Hong Kong

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 working A clear 86% of working parents say fully remote arrangements do the most for their mental health, and 74% report that hybrid setups also make a positive difference. However, almost 87% feel they’re given “fake flexibility” even though their workplaces have flexible work policies. Over 43% of working parents worry that asking for flexible arrangements could risk their job, highlighting the need for employers to adopt and accept flexible work policies properly.

Challenges in putting policy into practice: Although 42.1% of respondents say their employers have put flexible working arrangements in place, 88.9% report being passed over for promotions or other opportunities because they are working parents. On top of that, 87.6% have thought about quitting their jobs because of the lack of affordable childcare options during working hours.

How it affects job decisions: The cost and strain of childcare are clear: 88.8% say they have had to accept a pay cut or reduce their hours because affordable childcare isn’t available. Moreover, 87% of working parents feel guilty and anxious when they request 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.

Other key findings from the survey include:

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

• Negative workplace responses: 68% of parents reported receiving negative feedback or being reprimanded when they took unplanned time off to care for a sick child or because daycare was closed.

Just 28% of respondents say they are completely satisfied with their current childcare arrangements, with the majority seeking improvements or substantial change. Flexible working arrangements rank as the second most important factor after salary when selecting a job; men tend to prioritise job security and a shorter commute, while women place greater emphasis on flexibility.

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Singapore working parents — analysis

Remote’s survey of 1,000 working parents in Singapore shows how flexible work arrangements shape family planning and the ability to juggle work and home life. With Singapore’s persistently low birth rate becoming a national concern, 89.7% of working parents report that flexible working arrangements would increase their likelihood of having more children. As the Government prepares to implement the Tripartite Guidelines for Flexible Work Arrangements (FWAs) by the end of the year, employers’ support for working parents — and their part in addressing the birth rate — is more important than ever. Key findings include:

Attitudes towards 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.

Implementation challenges

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.

How it affects 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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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 critical need for flexible working options.

Flexible work arrangements are not simply a preference; they are essential for South Korean working parents to stay in their roles while managing childcare, school and other family commitments.

• 44% of respondents said flexible work arrangements are critical to their decision to remain in their job.

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

• Nearly three in four parents (72%) reported that return-to-office policies harmed their work–life balance, with men slightly more likely than women to have switched jobs for that reason (37% versus 32%).

Financial strain influences significant life decisions for working parents.

• 58% of parents have contemplated leaving their jobs because insufficient workplace flexibility affects childcare.

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

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

Childcare costs remain a central 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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Analysis of working parents in Spain

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.

Further findings include:

• Support for flexible work: Spanish workers report strong employer backing for flexible hours, with 80.24% saying their companies fully support flexible working and provide help to organise childcare around the working day. Of those who work flexibly, 27.45% say it helps them manage household duties more effectively, and 27.15% say it enables them to be present for their children when required.

• Acceptance of flexible work proposals: Over 68% of respondents have proposed flexible working arrangements to their employer, yet only 43% report those arrangements have been accepted.

Current regulations are intended to support parents, but 84.23% of respondents say national laws and regulations on flexible working should be strengthened. Additionally, 74.15% indicate that although childcare support exists, it is frequently difficult 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.

Across the survey, 80% of parents reported they had accepted a pay cut or reduced their hours to better balance childcare and work, and 83% said they had considered cutting their hours to 80%. Despite Sweden's relatively low childcare costs, inflexible workplace policies and unsupportive employer attitudes are having a marked effect on parents' mental health and career advancement. Other key findings:

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

• Experiences of discrimination: 71.43% of parents say they feel discriminated against or passed over for promotion because of their parental status.

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

Nearly 70% of respondents felt their current arrangements could be improved with small adjustments, 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 countries such as Finland, France, the UK, Germany, the Netherlands, and the US, generous parental leave schemes rank highly when people look for jobs — 15%–26% of respondents name them as most important. In Sweden, however, this option receives zero percent preference.

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United Kingdom analysis of working parents

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 notable findings from the survey include:

• Job dissatisfaction and the sacrifices parents make: 73% have taken a pay cut or reduced their hours because childcare was unaffordable, and 70% report staying in an unhappy job so they can afford childcare.

• Negative experiences in the workplace: 63% of working parents report being reprimanded or receiving negative feedback at work after taking unexpected time off because their child was unwell. Three quarters of respondents said they 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%).

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 for working parents when considering a job: 37% prioritising flexible work, 35% prioritising pay, and 25% prioritising 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.

Promises versus realities of hybrid work

Data show that hybrid work, often promoted as the ideal mix of remote and in-office arrangements, regularly falls short, with hybrid employees facing some of the most significant challenges.

• At 34%, hybrid workers report the greatest dissatisfaction with work-life balance, compared with 31% of in-office and 29% of remote workers.

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

• 21.8% of hybrid workers would like to work from home more often to better manage childcare but say their schedules are too inflexible — nearly matching the 23.2% of fully in-office workers who face similar constraints.

The financial and emotional cost of work ‘flexibility’

Nearly one in three families now spend more than $900 weekly on childcare during work hours, forcing parents into tough choices as they manage the emotional and financial pressures of work and family.

• To afford childcare during work hours, 40.2% of hybrid and 38.7% of remote parents say they have cut back on essentials — groceries, healthcare visits and utilities — with in-office workers only a little lower at 36.4%.

• 38% of remote and 37% of hybrid parents report urging their partners to quit paid work to manage childcare, a choice less commonly reported by in-office workers (28.8%).

• Despite promises of flexibility, 77.9% of remote and 71.8% of hybrid parents say they miss important family moments, such as tucking their children into bed, on average at least three days a week because of work — higher than the 68.8% of in-office parents who report the same.

Family planning pressures: a universal challenge

Across work models the experience is consistent: being a working parent in the United States remains profoundly difficult and costly.

• Almost one in five parents, regardless of work model, have thought about sending their young children to school earlier to cope with high childcare costs, underlining a shared challenge across arrangements.

• Almost one in four parents have postponed or are rethinking plans to have more children because of job demands. The impact is smallest among remote workers (22% remote vs. 25% hybrid and 27% in-office), suggesting that, despite financial pressures, remote roles may provide greater confidence in balancing career and family.

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Key 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.