Global report on working parents

Working parents today encounter a distinct mix of pressures

Working parents worldwide are still juggling the demands of careers with parenting duties. With more companies asking employees to return to the office, inflation on the rise, and living costs climbing globally, the financial and emotional weight of childcare has intensified.

To better understand these workplace challenges and how employers can offer meaningful support, 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. Each region’s sample was balanced across fully remote, hybrid, and in-office working arrangements.

Findings on global parental leave policies

Our analysis shows notable differences in how work arrangements — fully remote, hybrid, or fully in-office — influence finances, career decisions, and overall work-life balance across regions. It also highlights where employers and communities can most effectively support working parents to give them the best possible chance to succeed in the workplace.

Analysis of working parents in Belgium

More Belgian working parents are seeking flexible work setups, but our survey indicates employers are slow to meet those needs. As many companies in Belgium hire to grow their teams, the lack of support for remote work continues to be a factor.

Remote’s survey of 617 Belgian working parents found that 71% would think about quitting if remote work options were tightened. This underscores the urgent need for more flexible workplace policies to help parents manage both career and family duties.

The survey also highlights the financial and logistical burdens Belgian parents face. On average they spend around 700 euros per week on childcare costs, including daycare, transportation, and babysitting. This figure is notably higher than in nearby France, where the average is 492 euros per week.

Main findings include:

• Impact of return-to-office policies on parents: 73% of parents have thought about leaving their job—or have urged their partner to do so—because of the demands of coordinating childcare during work hours.

• Negative feedback at work: Over two-thirds (77%) of parents said they received negative feedback or were reprimanded for taking unplanned time off to care for a sick child or when daycare services closed.

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

These results underscore the urgent need for better work-life balance solutions to support Belgian working parents. Only 26% of respondents are fully satisfied with their current childcare arrangements, highlighting the demand for more flexible work options.

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Analysis of working parents in Finland

As Finnish firms contend with a persistent shortage of skilled labor, enhanced assistance for working parents could help. Remote’s survey of 601 Finnish parents indicates many feel pressured by trying to balance work and family responsibilities.

Most parents (80%) reported feeling guilty or anxious when requesting time off for childcare needs. In many situations that concern may be justified: 55% say they have experienced discrimination or believe they were overlooked for promotions or opportunities at work because they are a working parent.

Other key findings include:

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

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

• Negative effects of return-to-office policies: 77% of parents report their employers implemented post-COVID return-to-office policies that affected them negatively, with over 70% saying they would consider quitting if required to work more office days.

Despite these challenges, 87% of respondents say their employer supports flexible work, which is essential for managing childcare needs. The survey also highlights the need for stronger laws and 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 working parents, many in France struggle with steep childcare costs and rigid workplace policies. Remote’s survey of 1,002 parents highlights a strong need for reforms to help families better balance careers and home life. The financial burden of childcare is acute: French parents spend an average of €493 per week on daycare, transport, and babysitting. This forces many families to cut back on essentials and affects quality of life. In the survey, 74% said they reduced essential spending such as healthcare, groceries, and utilities to cover childcare. Additionally, 80% said more office days would further raise childcare costs.

Other key findings include:

• How workplace rules affect family life: 71% of parents report suffering adverse effects from mandatory return-to-office mandates. Almost as many parents (70.5%) report urging their partner to quit their job to handle childcare, and 64.5% have considered resigning from their own positions.

• Demand for flexible work and concerns about discrimination: 73% of parents have asked their employers for flexible working arrangements. In addition, more than half of parents say they have felt discriminated against or been overlooked for promotions because of their parental status.

The survey also shows that 86% of respondents believe broader laws and regulations are needed to support working parents, and 81% think the government should increase funding for childcare institutions and provide subsidized options.

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Analysis of working parents in Germany

Although debates and policy steps continue around using part-time and flexible work models to ease the country’s skills shortage, many German parents experience a different reality. Remote’s survey of 1,507 German parents makes clear there is a greater need for support. ‘Fake flexibility’ persists

While 84% feel their employers endorse flexible work and scheduling, closer inspection reveals important shortfalls:

• 71% of German parents say they have experienced 'fake flexibility' from employers, such as empty assurances of remote work or flexible hours.

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

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

• 76% felt guilt or anxiety when requesting time off for childcare needs.

• 69% reported being reprimanded or receiving negative feedback for taking unplanned time off to care for a sick child or because daycare closed.

Additionally, 70% of respondents said they encouraged their partner to quit or reduce hours because of childcare challenges, and 76% have taken a pay cut or reduced their working hours themselves for the same reason.

Flexibility now the top priority for parents

Working parents reported that when choosing a workplace, flexibility now ranks first on their list of top considerations:

• Flexible working hours (35%)

• Job security (28%)

• Pay (28%)

• Childcare services or stipend (26.4%)

• Remote working policies (26.1%)

Government and policy actions needed

Even with recent guarantees of childcare after 12 months, many parents still struggle to find suitable care. In the survey, 70% of parents said they have encouraged their partner to quit their job, 76% have taken a pay cut or reduced their working hours, and 78% believe the government needs to do more to support childcare facilities with better provisions and more places. Additionally, 83% want laws that better enable flexible work models for working parents.

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Analysis of working parents in Hong Kong

Remote’s survey of 1,002 Hong Kong working parents underscores the critical need for flexible arrangements to balance work and family. Flexible options like hybrid or remote work are highly prized, even more than career prospects or a 10% pay rise. Key findings include:

Support for flexible work arrangements A substantial 86% of working parents agree that fully remote work benefits their mental health the most, while 74% believe that hybrid work arrangements also have a positive impact. Yet nearly 87% say they are given “fake flexibility” even though their workplaces have flexible work policies. More than 43% of working parents worry that asking for flexible arrangements may put their jobs at risk, highlighting the need for employers to improve how they implement and accept flexible work policies.

Challenges in implementing flexible policies: Although 42.1% of respondents say their employers have introduced flexible working arrangements, 88.9% report being overlooked for promotions or other opportunities due to being working parents. Additionally, 87.6% have considered quitting their jobs because affordable childcare during work hours is lacking.

How childcare affects job choices: The financial and emotional toll of childcare is clear: 88.8% of respondents say they have had to take a pay cut or cut back their hours because affordable childcare options are unavailable. Furthermore, 87% of working parents feel guilty and anxious when requesting time off to care for their children.

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Netherlands: analysis of working parents

Although Dutch companies are actively recruiting, Remote’s survey of 1,007 shows parents still face obstacles to full workforce participation. Over 71% would consider leaving if remote work options tightened, and nearly 19% encountered resistance when requesting flexibility. Moreover, 76% are contemplating reducing hours to better balance family time, childcare costs, and work.

Childcare expenses remain a top concern: Dutch parents report average weekly childcare spending of €723, considerably higher than France’s €492 average.

Other key findings from the survey include:

• Effect of return-to-office policies on parents: 65% of working parents said they contemplated resigning or urged their partner to resign because of greater pressure from return-to-office policies.

• Incidents of negative workplace feedback: 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 closed.

Only 28% of respondents are fully satisfied with their current childcare arrangements, while the majority are seeking improvements or significant changes. Flexible working arrangements are the second most important factor after salary when choosing a job, with men prioritizing job security and commute length, while women place a higher importance 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 work arrangements shape family planning and work-life balance. With Singapore’s persistently low birth rate becoming a national concern, 89.7% of working parents report that access to flexible working arrangements would increase the likelihood they have additional children. As the Government prepares to implement the Tripartite Guidelines for Flexible Work Arrangements (FWAs) by the end of the year, employers’ role in supporting working parents and lifting the birth rate is now more important than ever. Key findings include:

Support for flexible work arrangements

Nearly 9 in 10 parents say more flexible work would make them more likely to have additional children. The survey also found 81% agree that flexible, remote, and hybrid arrangements help balance career and parenting responsibilities.

Challenges in implementing flexible work arrangements

Although 56.4% said their employers accepted flexible working requests, 82.1% feel they were offered “fake flexibility.” This gap between policy and practice calls for better implementation of flexible work rules.

How flexible work affects job decisions

Childcare pressures have led 82.8% to consider quitting due to unaffordable childcare during work hours. Additionally, 87.3% considered leaving their job if faced with more in-office days, stressing the role of flexibility in talent 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 working parents highlights the acute need for flexible work policies to help manage childcare, school, and household responsibilities.

Flexible work arrangements are more than a preference; they are essential for South Korean working parents to stay employed while juggling childcare, school, and other family duties.

• 44% of all respondents said that flexible working arrangements are essential to their decision to remain in their job.

• Remote workers reported the greatest satisfaction with work-life balance — 65% — versus 58% for hybrid and just 49% for in-office workers.

• Nearly three in four parents (72%) reported that return-to-office policies harmed their work-life balance; men were marginally more likely to change jobs because of these policies, at 37% versus 32% for women.

Financial strain shapes major life decisions for working parents.

• 58% of parents have thought about quitting their jobs because insufficient work flexibility affects childcare.

• Women are especially impacted: 35% are likely to cut working hours to better handle childcare, compared to 25% of men.

• Remote workers report the greatest capacity to balance work and family without financial sacrifice; only 28% say they need to alter their childcare budget, versus 45% of in-office workers.

Childcare costs remain a central concern for working parents.

• While 36% work primarily to afford childcare, remote workers report this motive less often (30%) compared with hybrid (35%) and in-office workers (40%), suggesting remote roles may ease childcare-related financial pressure.

• 39% of men versus 34% of women work primarily to cover childcare costs, indicating similar financial responsibility perceptions among mothers and fathers.

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Analysis of Spain's working parents

Remote’s survey of 1,002 Spanish parents shows flexible hours and remote policies are now top job priorities alongside pay. This shift reflects a broader move toward adaptable work schedules as non-negotiable for many workers.

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 schedule is now more valued than remote location alone. Flexibility matters so much that 49.47% would consider leaving if required office days increased; 19.41% would even resign without another job lined up, underlining its significance.

Further findings include:

• Support for flexible work: employer support and outcomes A significant 80.24% of Spanish workers say their companies fully back flexible working, offering the support required to arrange childcare around their workday. Among those on flexible schedules, 27.45% report it helps them handle household duties more effectively, while 27.15% say they can be more present parents when their children need them.

• Acceptance of flexible work proposals: employer acceptance rates More than 68% of respondents have suggested flexible work arrangements to their employers, yet only 43% report those arrangements were accepted.

While existing regulations seek to support parents, 84.23% of respondents believe national laws and regulations on flexible work should be strengthened. Additionally, 74.15% note that although childcare support exists, it remains difficult to access.

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Analysis of working parents in Sweden

As return-to-office requirements rise and calls for flexibility grow, Swedish working parents face mounting difficulty balancing work and family. Remote’s survey of 602 Swedish parents emphasises how crucial flexible work is and how inflexibility harms daily life for many parents.

In the survey, 80% of parents said they accepted a pay cut or reduced their hours to better juggle childcare and work, and 83% said they’d considered cutting their hours to 80%. Despite Sweden's relatively low childcare costs, inflexible workplace policies and unsupportive employer attitudes still substantially affect parents' mental wellbeing and career progress. Other key findings:

• Mental health effects: 80.56% report feeling guilt or anxiety when they request time off for childcare, and 79.40% say they were reprimanded for taking unplanned leave to care for a sick child.

• Discrimination experiences: 71.43% of parents say they feel discriminated against or are passed over for promotions because of their parental status.

• Return-to-office policies: 80% say return-to-office mandates have affected them negatively, with nearly 80% (79.40%) reporting they were offered "fake flexibility" or misleading promises about remote work and flex-time.

Nearly 70% believe small adjustments could improve their setup, with flexible working as a top priority. The survey shows 82.39% want better laws to support flexible work, and 78.57% have requested flexible arrangements, most of which were accepted.

In other countries like Finland, France, the UK, Germany, the Netherlands, and the US, generous parental leave policies rank highly among job-search priorities—15% to 26% of respondents consider them most important when looking for work. However, in Sweden, this option receives zero percent preference.

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United Kingdom working parents: analysis and insights

While the UK contends with a widening skills gap, working parents represent an essential but underused talent pool. Remote’s survey of 1,501 moms and dads shows that, despite government initiatives, UK working parents still encounter barriers to fully participating in the workforce.

Over two-thirds (70%) of UK working parents say they have quit or considered quitting due to unaffordable childcare. Many report paying over £1600 per month for childcare — about 25% more than average rent in England.

Other principal findings from the survey include:

• Job dissatisfaction and work-related sacrifices: 73% report taking a pay cut or reducing hours because childcare is unaffordable, and 70% have remained in an unhappy job so they can afford childcare.

• Adverse workplace experiences: 63% of working parents report being reprimanded or receiving negative feedback at work after taking unplanned time off because their child was sick. Three quarters of respondents said they felt guilty or anxious when taking time off for childcare needs, with working mothers (78%) more likely to feel guilty about unplanned childcare related absences than working fathers (68%).

Despite the new Flexible Work Act effective in April, false promises of flexibility continue to affect parents: 65% report having been offered ‘fake flexibility’, which can lead to unexpected childcare costs. Return-to-office mandates worry 73% who fear childcare expenses would rise if more office days were required.

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

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Analysis of working parents in the United States

In the US, flexible models like remote and hybrid work promise better balance for parents. Yet Remote’s survey of 2,001 working parents reveals a more complicated reality: rising inflation and living costs make it extraordinarily difficult to manage careers and young children, even with some flexibility.

Promises versus realities of hybrid work

Although hybrid work is touted as the ideal balance of remote and office life, the data shows it often falls short: hybrid workers face some of the toughest challenges.

• Hybrid workers register the highest levels of dissatisfaction with work-life balance at 34%, above in-office (31%) and remote workers (29%).

• Almost two in five hybrid workers (39.8%) report they have had to cut their hours or accept pay reductions because childcare costs during work hours have risen sharply, compared with 31.3% of remote and 30.6% of in-office working parents.

• 21.8% of hybrid workers want to work from home more often to better handle childcare but find their schedules too rigid, nearly matching the 23.2% of fully in-office workers who face similar constraints.

Financial and emotional toll of work 'flexibility'

Nearly one in three families spends more than $900 weekly on childcare during work hours, forcing parents to make difficult choices to shoulder the financial and emotional strain of balancing work and family life.

• 40.2% of hybrid and 38.7% of remote working parents say they have reduced spending on essentials, including groceries, healthcare visits, and utilities, to afford childcare during working hours. In-office workers follow slightly behind at 36.4%.

• 38% of remote and 37% of hybrid working parents report encouraging their partners to quit their jobs to manage childcare, a response less common among in-office workers (28.8%).

• Even with promised flexibility, a staggering 77.9% of remote and 71.8% of hybrid working 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, higher than the 68.8% of in-office working parents who report the same.

Family planning pressures: a universal challenge

Across different work models, one constant persists: the significant difficulty and cost of being a working parent in the United States.

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

• Nearly one in four parents have delayed or are reconsidering having more children because of job demands, with the least impact observed among remote workers (22% remote vs. 25% hybrid and 27% in-office), indicating that despite financial pressures, remote roles may provide more confidence in balancing career and family.

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Closing remarks

The extensive survey data calls for tailored, flexible workplace policies that reflect the varied needs of working parents worldwide. By comparing common themes and regional differences, Remote seeks to encourage constructive discussion and inspire policy changes that foster more inclusive, supportive workplaces for parents everywhere.