Global working parents report

Today’s working parents face distinct and mounting 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.

Global parental leave policy findings

Our analysis highlights notable differences in how working arrangements — fully remote, hybrid, or fully in-office — affect finances, career decisions, and overall balance between work and family across regions. It also pinpoints where employers and communities can most effectively support working parents to thrive professionally.

Belgium working parents analysis

Belgian working parents increasingly seek flexible work, yet our survey shows employers are slow to adapt. As many Belgian firms expand their teams, the limited support for remote work remains a barrier to retaining and attracting parent talent.

Remote’s survey of 617 Belgian working parents found that 71% would consider leaving their job if remote work options were tightened, underlining the urgent need for more flexible workplace policies that help parents balance work and family life.

The research also highlights the heavy financial and logistical toll on Belgian parents: on average they spend around 700 euros per week on childcare-related costs, including daycare, transport, and babysitting. This amount is notably higher than nearby France’s average of 492 euros per week.

Key findings include:

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

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

• Seeking balance: 82% of parents are thinking about working fewer hours to strike the right balance between family time, childcare expenses, and job responsibilities.

These results underscore the pressing need for improved work-life balance measures for Belgian working parents. Only 26% of respondents are fully satisfied with their current childcare arrangements, highlighting strong demand for more flexible options.

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Finland working parents analysis

With Finnish businesses confronting a persistent skilled labor shortage, improved support for working parents could help. Yet Remote’s survey of 601 Finnish parents finds many feeling pressured by the demands of balancing work and family life.

A majority (80%) said they felt guilty or anxious when requesting time off for childcare. This may be warranted: 55% feel discriminated against or believe they have been overlooked for promotions or opportunities because they are a working parent.

Additional key findings include:

• Increased costs and pay cuts: 75% of parents have taken pay cuts or reduced hours due to lack of childcare options. An equal percentage feel that more office days would raise their costs.

• Workplace discrimination: 55% 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:77% of parents said their employer’s post-COVID return-to-office policies affected them negatively, with over 70% considering quitting if required to work more office days.

Despite these difficulties, 87% of respondents recognise their employer’s support for flexible work as important for managing childcare. The survey also stresses the need for stronger laws and regulations, with 82% calling for legislative improvements.

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France working parents analysis

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.

Additional key findings include:

• The impact of workplace policies on family life: 71% of parents report negative effects from mandatory return-to-office policies. Nearly 70.5% have encouraged their partner to quit to manage childcare, and 64.5% have personally considered resigning.

• Need for flexibility and discrimination concerns: 73% of parents submitted flexible working requests to employers. More than half feel discriminated against or overlooked for promotions due to parental status.

The survey also found 86% of respondents think stronger laws and regulations are needed to support working parents, and 81% feel the government should increase funding for childcare institutions and provide subsidised options.

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Germany working parents analysis

Although debates continue about part-time and flexible models to ease the skills shortage, the lived reality for many German parents is different. Remote’s survey of 1,507 German parents highlights widespread need for stronger support. ‘Fake flexibility’ persists ‘Fake flexibility’ persists

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

• 71% of German parents report experiencing 'fake flexibility', including empty promises about remote work and adjustable hours.

• 79% felt overlooked for promotions or opportunities because they are working parents.

• 76% experienced negative effects from return-to-office policies, with 92% considering job changes if forced to return more often.

• 76% felt guilty or anxious when requesting time off for childcare needs.

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

Additionally, 70% of respondents have urged their partner to quit or reduce hours because of childcare challenges, and 76% have themselves accepted pay cuts or reduced hours for the same reasons.

Flexibility is now parents’ top priority

Working parents report that flexibility has become their chief consideration when picking 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

Despite recent measures guaranteeing childcare after 12 months, many parents still struggle to find suitable care. The survey shows 70% have urged their partner to quit, 76% have accepted pay cuts or reduced hours, and 78% believe the government must do more to fund childcare facilities and create more spaces. Additionally, 83% want laws that better enable flexible work arrangements for parents.

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Hong Kong working parents analysis

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 A notable 86% of working parents say fully remote work most benefits their mental health, while 74% view hybrid work positively. Yet nearly 87% feel they receive “fake flexibility” despite formal flexible policies. Over 43% worry that asking for flexible arrangements could jeopardise their job, pointing to weak implementation and acceptance by employers.

Challenges in implementation: Although 42.1% said their employers have implemented flexible work, 88.9% feel overlooked for promotions because they are parents. Moreover, 87.6% have considered resigning due to lack of affordable childcare during working hours.

Impact on job decisions: The financial and emotional tolls are clear: 88.8% have taken pay cuts or reduced hours because of unaffordable childcare, and 87% feel guilty or anxious when requesting time off to care for children.

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Netherlands working parents analysis

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.

Additional survey highlights include:

• Impact of return-to-office policies: 65% of working parents considered quitting or urged their partner to do so because of pressure from return-to-office policies.

• Negative workplace feedback: 68% of parents reported receiving negative feedback or being reprimanded for taking unplanned time off to care for a sick child or due to daycare closures.

Only 28% of respondents are fully satisfied with current childcare arrangements, with most seeking significant improvements. Flexible working is the second most important factor after salary when choosing a job; men emphasise job security and commute length, while women prioritise flexibility.

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Singapore working parents analysis

Remote’s survey of 1,000 Singaporean working parents shows flexible work’s strong influence on family planning and work-life balance. With Singapore’s historically low birth rate becoming a national concern, 89.7% say flexible arrangements would increase their chances of having more children. As the Government plans to roll out the Tripartite Guidelines for Flexible Work Arrangements (FWAs) by year-end, employers’ role in supporting parents and addressing the birthrate is increasingly important. Key findings include:

Support for flexible work

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 implementation

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.

Impact on 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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South Korea working parents analysis

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.

Flexibility in work arrangements is essential for retaining South Korean working parents, enabling them to balance childcare, schooling and family duties.

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

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

• Nearly 72% of parents have felt negative effects from return-to-office policies on their work-life balance, with men slightly more likely to have changed jobs because of these policies (37% of men vs. 32% of women).

Financial strain influences major life choices for working parents.

• 58% of parents have considered leaving their jobs because of insufficient work flexibility affecting childcare.

• Women are especially affected: 35% are likely to reduce hours to manage childcare, versus 25% of men.

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

Childcare costs are 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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Spain working parents analysis

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.

Additional findings include:

• Support for flexible work:80.24% of Spanish workers say their companies fully support flexible working, helping arrange childcare around the workday. Among those with flexible schedules, 27.45% say it improves household management, and 27.15% feel more able to be present for their children’s needs.

• Acceptance of flexible work proposals: Over 68% have asked for flexible arrangements, but only 43% report those proposals were accepted.

Although regulations aim to help parents, 84.23% believe national laws on flexible work should be strengthened. Additionally, 74.15% say childcare support exists but remains hard to access.

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Sweden working parents analysis

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% said they accepted pay cuts or reduced hours to better manage childcare, and 83% considered reducing to 80% hours. Despite Sweden’s relatively low childcare costs, rigid workplace practices and negative employer attitudes take a toll on parents’ mental health and career progression. Additional key findings: Additional key findings:

• Mental health impact: 80.56% 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: 71.43% of parents feel discriminated against or overlooked for promotions due to their parental status.

• Return-to-office policies: 80% report that return-to-office mandates have had a negative effect, with nearly 79.40% saying they were offered "fake flexibility" or false 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 countries like Finland, France, the UK, Germany, the Netherlands, and the US, generous parental leave policies are a high priority in job searches — between 15% and 26% cite this as most important. In Sweden, this option registers at zero percent.

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United Kingdom working parents analysis

As the UK faces a widening skills gap, working parents represent an essential but underused talent pool. Remote’s survey of 1,501 parents shows that despite government initiatives, many still struggle to fully engage 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.

Additional key findings include:

• Job dissatisfaction and sacrifices: 73% have taken pay cuts or reduced hours because childcare is unaffordable, and 70% have stayed in an unhappy job to cover childcare costs.

• Negative workplace experiences: 63% say they have been reprimanded or received negative feedback for taking unplanned time off to care for a sick child. Three quarters felt guilty or anxious for taking childcare leave, with mothers (78%) more likely to feel guilty than 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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United States working parents analysis

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 report the highest dissatisfaction with work-life balance at 34%, compared with in-office (31%) and remote workers (29%).

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

• 21.8% of hybrid workers want to work from home more often to manage childcare but find schedules too rigid, similar to 23.2% of fully in-office workers who face the same issue.

The financial and emotional toll of work ‘flexibility’

Nearly one in three families spend more than $900 weekly on childcare during work hours, forcing parents into hard choices to cope with financial and emotional strain.

• 40.2% of hybrid and 38.7% of remote parents report cutting essential spending, including groceries, healthcare, and utilities, to afford childcare; in-office workers report 36.4%.

• 38% of remote and 37% of hybrid parents say they encouraged partners to quit to manage childcare, compared with 28.8% of in-office workers.

• Despite flexibility claims, 77.9% of remote and 71.8% of hybrid parents miss 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, one constant is clear: being a working parent in the United States remains costly and difficult.

• Nearly one in five parents across all work types have considered sending young children to school earlier to manage childcare costs, a trend seen regardless of work arrangement.

• 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 greater confidence in balancing career and family.

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Conclusion

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.