Global working parents report

Working parents today encounter a distinct combination of pressures

Across the globe, working parents continue to manage the competing demands of work and childcare. With return-to-office mandates, rising inflation and higher living costs, the financial and emotional weight of childcare is becoming increasingly severe.

To understand these pressures, Remote ran a global survey of 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 worldwide can better support parents. Respondents were white-collar "desk jobs" employees with at least one child under five, and each region’s sample was evenly split between fully remote, hybrid and in-office arrangements.

Findings on global parental leave policies

Our analysis highlights major differences in how working arrangements — fully remote, hybrid or fully in-office — affect finances, career decisions and overall work–life balance across regions. It also pinpoints where employers and communities can make the most meaningful improvements to help working parents thrive at work.

Belgium working parents analysis

Belgian working parents increasingly seek flexible arrangements, but our survey shows employers are slow to respond. As many Belgian firms recruit to grow their teams, limited support for remote work remains a barrier for parents.

Remote’s survey of 617 Belgian working parents 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 juggle work and family duties.

Respondents reported spending roughly €700 per week on childcare costs — covering daycare, transport and babysitting — a figure notably higher than nearby France, where the average weekly cost is €492.

Key findings include:

• Impact of return-to-office policies: Seventy-three per cent of parents have considered quitting their job or encouraged their partner to do so because of the strain 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 per cent of parents are considering reducing their working hours to better balance family time, childcare costs and paid work.

These results highlight the pressing demand for improved work–life balance measures to support Belgian working parents. Only 26% of respondents are fully satisfied with their current childcare arrangements, emphasising the call for more flexible options.

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Finland working parents analysis

With Finnish businesses facing a chronic skilled labor shortage, better support for working parents could be part of the solution. 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 felt guilty or anxious when they asked for time off for childcare. In many cases this may be justified: 55% feel discriminated against or believe they have been passed over for promotions or opportunities because they are a working parent.

Additional key findings include:

• Increased costs and pay cuts: Seventy-five per cent of parents have accepted pay cuts or reduced hours due to limited childcare options. The same proportion expect that more office days would push up their costs.

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

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

Despite these pressures, 87% acknowledge their employer supports flexible work, which is essential 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 measures to support working parents, many in France still face high childcare costs and rigid workplace policies. Remote’s survey of 1,002 parents highlights the need for change to help balance family and work responsibilities. The financial burden is significant: French parents spend an average of €493 per week on childcare-related costs such as daycare, transport and babysitting. This forces many families to cut essential spending, with 74% reporting reductions in healthcare, groceries or utilities, and 80% saying 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 of parents report negative effects from mandatory return-to-office policies. Nearly as many (70.5%) have 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 of parents have asked for flexible working arrangements. More than half feel discriminated against or overlooked for promotions because of their parental status.

The survey also finds that 86% of respondents want more comprehensive laws and regulations to support working parents, and 81% believe the government should increase funding for childcare institutions and subsidised options.

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Germany working parents analysis

Despite debates and policy action around part-time and flexible models to tackle the skills shortage, the reality for many German parents is different. Remote’s survey of 1,507 German parents highlights the need for stronger support. ‘Fake flexibility’ persists ‘Fake flexibility’ persists

The survey shows that while 84% feel employers support flexible work in principle, deeper issues remain:

• Seventy-one per cent of German parents report experiencing 'fake flexibility', including broken promises about remote work and flexible hours.

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

• Seventy-six per cent experienced negative effects from return-to-office policies, with 92% considering job changes if forced to return to the office more frequently.

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

• Sixty-nine per cent 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 due to childcare pressures, while 76% have taken a pay cut or reduced their working hours themselves for the same reason.

Flexibility is now parents’ top priority

Working parents reported that flexibility is now their top consideration when choosing 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 guarantees of childcare after 12 months, many parents still struggle to find suitable care. In the survey 70% have encouraged their partner to quit, 76% have taken a pay cut or reduced hours, and 78% want the government to do more to support childcare facilities with additional places and better provisions. Additionally, 83% want laws that better enable flexible work models for working parents.

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Hong Kong working parents analysis

Remote’s survey of 1,002 working parents in Hong Kong highlights the strong need for flexible work to balance professional and parental responsibilities. Flexible arrangements such as hybrid or remote work are highly valued by Hong Kong parents, even more than job prospects or a 10% salary rise. Key findings include:

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

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

Impact on job decisions: The financial and emotional costs of childcare are clear: 88.8% have taken a pay cut or reduced hours due to insufficient affordable childcare, and 87% feel guilty or anxious when requesting time off to care for their children.

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Netherlands working parents analysis

Although many Dutch companies are recruiting to expand, Remote’s survey of 1,007 shows working parents face barriers to participation. Over 71% would consider leaving if remote options tightened, and nearly 19% encountered resistance when requesting flexible arrangements. Seventy-six per cent are thinking about reducing hours to balance family time, childcare costs and work.

Childcare costs are a major issue in the Netherlands, with average spending around €723 per week — significantly higher than in France, where the weekly average is €492.

Additional key findings from the survey include:

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

• Negative workplace feedback: Sixty-eight per cent 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% are fully satisfied with their current childcare arrangements, with most seeking improvements. Flexible working arrangements are the second most important factor after salary when choosing a job; men prioritise job security and commute length, while women give greater weight to flexibility.

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Singapore working parents analysis

Remote’s survey of 1,000 working parents in Singapore shows how flexible arrangements affect family planning and work–life balance. With Singapore’s historically low birth rate rising as a national concern, 89.7% of working parents say flexible work arrangements would increase their likelihood of having more children. With the Government planning to introduce the Tripartite Guidelines for Flexible Work Arrangements (FWAs) by the end of the year, employers’ support for working parents is more important than ever. Key findings include:

Support for flexible work

With nearly nine in ten parents saying they would consider having more children if employers provided greater flexibility, the survey highlights how crucial employer policies are to family planning. It also found that 81% of working parents 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 shows a gap between policy and practice and the need for better implementation of flexible work arrangements.

Impact on job decisions

The financial and emotional burdens of childcare have led 82.8% to consider leaving their jobs because of a lack of affordable childcare during working hours. In addition, 87.3% would consider quitting if forced to work more days in the office, emphasising flexibility’s role in retaining talent.

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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 acute need for flexible working arrangements to help parents manage childcare, schooling and other family duties.

Flexible work arrangements are not just preferred but critical to retaining South Korean working parents, enabling them to balance childcare, school and family responsibilities.

• Forty-four per cent of respondents said flexible arrangements are crucial to their decision to stay in their 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%) said return-to-office policies harmed their work–life balance; men were slightly more likely to change jobs because of these policies (37% men vs. 32% women).

Financial strain influences major life choices for working parents.

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

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

• Remote workers report the greatest ability to manage work and family without needing to cut their budgets: only 28% said they had to adjust spending for childcare, compared with 45% of in-office workers.

Childcare costs are a central consideration for working parents.

• While 36% of respondents work primarily to afford childcare, remote workers report childcare as a less dominant driver at 30%, compared with 35% for hybrid and 40% for in-office workers, suggesting remote work may ease financial pressures alongside career goals.

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

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Spain working parents analysis

Remote’s survey of 1,002 Spanish working parents shows flexible hours and remote policies are now central job priorities alongside pay. This shift reflects broader changes in work–life models, with flexibility becoming essential for many.

When choosing a job, 42.42% of Spanish parents prioritise flexible working hours, followed by pay at 41.82% and remote policies at 25.75%. Flexible hours outrank location-based flexibility, showing a preference for adaptable schedules. Flexible work is so important that 49.47% would consider leaving if required in-office days increased; notably, 19.41% would contemplate resigning even without another job lined up. 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-two-four per cent of Spanish respondents say their employers fully support flexible working, helping them arrange childcare around the working day. Among those with flexible patterns, 27.45% say it helps manage household duties, while 27.15% feel it allows them to be more present for their children.

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

Although regulations aim to support parents, 84.23% want stronger national laws on flexible work. Additionally, 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 greater flexibility grow, Swedish working parents face real challenges balancing work and family. Remote’s survey of 602 Swedish parents highlights the importance of flexible conditions and how inflexible policies harm everyday family life.

Eighty per cent of respondents have accepted a pay cut or reduced hours to balance childcare with work, and 83% have considered cutting hours to 80%. Even with comparatively low childcare costs, rigid work policies and negative employer attitudes take a toll on parents’ mental health and career prospects. Additional key findings: Additional key findings:

• Mental health impact: Eighty-point-five-six per cent feel guilty or anxious when requesting time off for childcare, and 79.40% report being reprimanded for taking unplanned time off to care for a sick child.

• Experiences of discrimination: Seventy-one-point-four-three per cent of parents feel discriminated against or overlooked for promotions due to their parental status.

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

Almost 70% believe small changes could improve their current setup, with flexible working a top priority. The survey also shows 82.39% want better laws and regulations 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 policies rank highly when job hunting — between 15% and 26% of respondents list them as most important. In Sweden, however, this option received zero percent preference.

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United Kingdom working parents analysis

As the UK faces a growing skills gap, working parents represent a vital but underused resource. Remote’s survey of 1,501 parents shows that despite government measures, UK working parents still face barriers to full workforce participation.

More than two-thirds (70%) of UK working parents said they have quit or are considering quitting due to unaffordable childcare. Financial strain is significant: 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 per cent have accepted a pay cut or reduced hours due to unaffordable childcare, and 70% have stayed in an unhappy job to afford childcare.

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

Despite the Flexible Work Act coming into force in April, false promises of flexible and remote work persist. In the survey, 65% reported being offered ‘fake flexibility’, causing unexpected childcare costs. Return-to-office mandates worry many: 73% fear childcare expenses would rise if required to attend the office more days.

Flexible working hours rank highest when parents evaluate jobs: 37% prioritise flexible work, 35% prioritise pay and 25% prioritise job security.

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United States working parents analysis

In the United States, the promise of flexibility via remote and hybrid models suggests improved balance for parents. Yet Remote’s survey of 2,001 working parents reveals a different reality: amid rising inflation and living costs, managing a career— even with some flexibility—alongside young children remains highly challenging.

The promises versus realities of hybrid work

Data show hybrid work, often seen as the ideal mix of remote and office time, frequently falls short, with hybrid workers facing some of the toughest issues.

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

• Nearly two in five hybrid workers (39.8%) say they have had to cut working hours or accept pay reductions because childcare costs during working hours have surged, 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 to manage childcare but find schedules too rigid, nearly matching 23.2% of fully in-office workers who face similar constraints.

The financial and emotional toll of so-called flexibility

Nearly one in three families spend more than $900 weekly on childcare during working hours, forcing parents into difficult choices to manage financial and emotional strain.

• Forty-point-two per cent of hybrid and 38.7% of remote working parents report cutting essential spending — groceries, healthcare visits and utilities — to pay for childcare during working hours; in-office workers follow at 36.4%.

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

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

Family planning pressures: a universal challenge

Despite differences across work models, a common reality remains: being a working parent in the United States is costly and difficult.

• Nearly one in five parents across all work models have considered sending children to school earlier to manage childcare costs, showing a widespread coping strategy regardless of work arrangement.

• Almost one in four parents have delayed or reconsidered having more children because of job demands, with the smallest impact seen among remote workers (22% remote vs. 25% hybrid and 27% in-office), suggesting remote roles may better support balancing career and family.

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Conclusion

The survey data underline the need for tailored, flexible workplace policies that reflect the diverse circumstances of working parents globally. By drawing out similarities and differences across countries, Remote seeks to encourage discussion and policy changes that create a more inclusive and supportive workplace for parents worldwide.