Global Working Parents Report

Today’s working parents face a unique set of pressures

Working parents internationally still juggle job demands with parenting responsibilities. Against a backdrop of return-to-office requirements, rising inflation and higher living costs, the financial and emotional load of childcare has intensified.

In response, 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 map the workplace challenges they face and identify how employers worldwide can better support them. All participants held white-collar "desk jobs" and had at least one child under five years old. Respondents in each region were evenly divided among fully remote, hybrid and office-based arrangements.

Global parental leave policy findings

Our analysis highlights the wide differences in how working patterns — fully remote, hybrid or office-based — affect household budgets, career choices and overall work–life balance across regions. It also pinpoints where employers and communities can have the greatest influence to help parents thrive at work.

Belgium working parents analysis

Belgian parents increasingly seek flexible work, but our survey shows employers are slow to adapt. As companies in Belgium hunt for talent, limited support for remote working remains a barrier to meeting parents’ needs.

Remote’s survey of 617 Belgian working parents found that 71% would think about leaving their job if remote working options were tightened. This underlines the need for more flexible workplace policies to help parents juggle work and family responsibilities.

The survey also exposes the financial and logistical pressures Belgian parents face. On average, they spend around 700 euros per week on childcare — covering daycare, transport and babysitting — a figure notably higher than neighbouring France, where the average is 492 euros per week.

Key findings include:

• Impact of return-to-office policies: Seventy-three percent of parents have considered quitting or encouraged their partner to do so because of the pressures of managing childcare during working hours.

• Negative workplace feedback: Over 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: Eighty-two percent of parents are considering reducing their hours to better balance family time, childcare costs and work commitments.

These results emphasise the urgent requirement for improved work–life solutions to support Belgian parents. Just 26% of respondents are fully satisfied with their current childcare arrangements, highlighting demand for more flexible options.

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Finland working parents analysis

With Finnish businesses grappling with 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 balancing work and family life.

A majority (80%) reported feeling guilty or anxious when asking for time off to care for children. This may be warranted: 55% feel discriminated against or believe they have been overlooked for promotions or opportunities because they are parents.

Additional key findings include:

• Increased costs and pay cuts: Seventy-five percent of parents have taken pay cuts or reduced hours because of limited childcare options. The same share think more office days would increase their costs.

• Workplace discrimination: Fifty-five percent feel discriminated against or overlooked for promotion, and 74% 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 rules affected them negatively, and over 70% would consider quitting if required to increase their office days.

Despite these pressures, 87% acknowledge employer support for flexible working, which is essential for managing childcare. The survey also calls for better legislation: 82% want stronger laws to back working parents.

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France working parents analysis

Despite government measures to help parents, many in France still struggle with high childcare costs and inflexible workplace rules. Remote’s survey of 1,002 parents highlights the need for reforms so they can better combine careers and family life. The financial strain of childcare is pronounced: French parents spend an average of €493 per week on daycare, transport and babysitting. That burden forces many households into hard financial choices; 74% reported cutting essential spending such as healthcare, groceries and utilities to afford childcare. Eighty percent said that more in-office work would further raise their childcare bills.

Additional key findings include:

• The impact of workplace policies on family life: Seventy-one percent of parents reported negative effects from mandatory return-to-office rules. Almost as many (70.5%) said they had encouraged their partner to quit to manage childcare, and 64.5% had themselves considered resigning.

• Need for flexibility and discrimination concerns: Seventy-three percent have requested flexible working from their employers, and over half say they have felt discriminated against or been overlooked for promotions because they are parents.

The survey also found that 86% believe stronger laws and regulations are needed to support working parents, and 81% think the government should increase funding for childcare facilities and subsidised places.

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Germany working parents analysis

Despite debates about part-time and flexible models to address the skills gap, many German parents face a different reality. Remote’s survey of 1,507 German parents highlights the urgent need for better support. ‘Fake flexibility’ persists

Though 84% feel their employers support flexible work arrangements that help organise childcare, a closer look exposes significant shortcomings:

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

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

• Seventy-six percent experienced negative effects from return-to-office policies, and 92% would consider changing jobs if forced to return to the office more often.

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

• Sixty-nine percent have been reprimanded or received negative feedback for taking unplanned leave to care for a sick child or because a daycare closed.

Additionally, 70% encouraged their partner to quit or reduce hours due to childcare pressures, and 76% have taken a pay cut or reduced their own hours for the same reason.

Flexibility is now parents’ top priority

When choosing an employer, parents now place flexibility at the top of their list of priorities:

• 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. In the survey 70% said they encouraged their partner to quit, 76% took pay cuts or reduced hours, and 78% feel the government should do more to support childcare facilities with better provision and capacity. Furthermore, 83% would like laws that better enable flexible work for parents.

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Hong Kong working parents analysis

Remote’s survey of 1,002 Hong Kong working parents highlights the acute demand for flexible arrangements to balance work and parenting. The report shows that flexibility — hybrid or remote — is valued even more highly than career prospects or a 10% pay rise. Key findings include:

Support for flexible work A substantial 86% of parents agree that fully remote work best supports their mental health, while 74% say hybrid arrangements are also beneficial. However, almost 87% feel they receive “fake flexibility” despite employer policies claiming to be flexible. More than 43% worry that asking for flexible arrangements could cost them their job, underlining the gap between policy and practice.

Challenges in implementation: Although 42.1% reported their employers had introduced flexible working, 88.9% feel overlooked for promotions because they are parents. In addition, 87.6% have thought about quitting due to the lack of affordable childcare during working hours.

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

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Netherlands working parents analysis

While Dutch firms actively recruit and expand, Remote’s survey of 1,007 shows working parents face obstacles to full workforce participation. Over 71% would contemplate leaving if remote options were restricted, and almost 19% encountered resistance when asking for flexible hours. Seventy-six percent are thinking about reducing hours to better balance family time, childcare costs and work duties.

As elsewhere, childcare costs are a major concern in the Netherlands, averaging €723 per week — markedly higher than countries such as France, where the weekly average is €492.

Additional key findings from the survey include:

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

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

Only 28% are fully satisfied with current childcare arrangements; most want improvements. Flexible working is the second most important factor after salary when choosing a job, with men prioritising job security and commute time, while women place greater emphasis on flexibility.

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Singapore working parents analysis

Remote’s survey of 1,000 Singaporean parents shows how flexible work affects 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 prepares Tripartite Guidelines for Flexible Work Arrangements by year-end, employers’ role in supporting parents and influencing birth rates is increasingly important.

Support for flexible work

With nearly nine in ten parents saying they would consider having more children if offered greater flexibility, the survey highlights the significant influence employers have on employees’ family planning. It also found that 81% agree that flexible, remote and hybrid work arrangements are most helpful for balancing career and parenting duties.

Challenges in implementation

Although 56.4% said their employer accepted flexible working requests, 82.1% feel they were given “fake flexibility.” This gap between policy and practice shows the need for better execution of flexible work arrangements.

Impact on job decisions

The financial and emotional strain of childcare led 82.8% to consider leaving their jobs due to unaffordable childcare during working hours. Additionally, 87.3% said they would consider leaving if required to be in the office more days, highlighting flexible work’s role in retention.

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South Korea working parents analysis

In South Korea, juggling career and parenting remains a major challenge. Remote’s survey of 1,005 white-collar workers highlights the pressing need for flexible work solutions.

Flexibility in work arrangements is not just a preference but a crucial factor for job retention among South Korean working parents, to enable them to balance childcare, school, and other family responsibilities.

• Forty-four percent of respondents said flexible working arrangements are essential to their decision to remain in their job.

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

• Almost three in four parents (72%) felt return-to-office policies harmed their work–life balance, with men slightly more likely to have changed jobs because of these policies (37% men vs 32% women).

Financial strain influences significant life decisions for working parents.

• Fifty-eight percent of parents have considered leaving their jobs because of inadequate 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 the greatest capacity to manage work and family without financial sacrifice: only 28% said they needed to change their budget for childcare, versus 45% of in-office workers.

Childcare costs are a key consideration for working parents.

• While 36% said they work mainly to afford childcare, remote workers cite childcare as a less dominant career driver (30%) compared with hybrid (35%) and in-office workers (40%), suggesting remote roles can ease the financial burden while preserving career goals.

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

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Spain working parents analysis

Remote’s survey of 1,002 Spanish parents shows that flexible hours and remote policies now rank alongside pay as decisive job factors. This reflects a broader shift in work–life models, with flexibility becoming non‑negotiable for many.

When selecting a job, 42.42% of Spanish parents prioritise flexible hours, followed closely by pay at 41.82% and remote policies at 25.75%. Flexibility in hours has overtaken remote work alone, showing a preference for adaptable schedules. Flexible work is so important that 49.47% would consider leaving if required to increase in-office days; notably, 19.41% might resign even without another job lined up.

Additional findings include:

• Support for flexible work:Eighty-point-two-four percent of Spanish workers report their companies fully support flexible working, helping them organise childcare around the workday. Among those with flexible patterns, 27.45% say it helps them manage household tasks better, while 27.15% feel it allows them to be more present when their children need them.

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

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

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Sweden working parents analysis

As return-to-office mandates grow and calls for flexibility increase, Swedish parents face mounting difficulty balancing work and family. Remote’s survey of 602 Swedish parents underscores the value of flexible conditions and the harms of inflexible policies on daily life.

In the survey, 80% said they accepted a pay cut or cut hours to balance childcare and work, and 83% have thought about reducing hours to 80%. Despite Sweden’s relatively low childcare costs, rigid workplace rules and negative employer attitudes have serious effects on parents’ mental health and career prospects. 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 promotion because of their parental status.

• Return-to-office policies: Eighty percent report negative impacts from return-to-office mandates, and nearly 80% (79.40%) said they were offered "fake flexibility" or false promises of remote work and flexible hours.

Nearly 70% believe small adjustments could improve their arrangements, with flexible work a top priority. The survey also found that 82.39% think better laws 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 policies rank highly in job searches — between 15% and 26% of respondents cite them as most important. In Sweden, however, that option measured at zero percent preference.

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United Kingdom working parents analysis

As the UK faces a widening skills gap, working parents are an important but underused resource. Remote’s survey of 1,501 parents shows that, despite government initiatives, many UK parents still cannot fully participate in the workforce.

More than two-thirds (70%) of UK working parents said they have quit or are considering quitting because childcare is unaffordable. Financial strain is severe: over half reported paying more than £1600 per month for childcare — about 25% more than the average rent in England.

Additional key findings from the survey include:

• Job dissatisfaction and sacrifices: Seventy-three percent have taken pay cuts or reduced hours because childcare is unaffordable, and 70% have stayed in unhappy jobs to cover childcare costs.

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

Despite the new Flexible Work Act starting in April, false promises of flexible and remote work still affect parents. In the survey, 65% said they had been offered ‘fake flexibility’, creating unexpected childcare costs. Return-to-office mandates are a concern: 73% fear childcare costs would rise further if required to be in the office more days.

Flexible working hours top the list of priorities when parents consider a job: 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, flexible models like remote and hybrid work promise better balance for working parents. Yet Remote’s survey of 2,001 US parents paints a more complex picture. With inflation and rising living costs, managing a career— even with some flexibility—alongside young children remains challenging.

The promises vs. realities of hybrid work

Data shows hybrid work—often marketed as the ideal mix of remote and office—frequently falls short, with hybrid employees facing some of the toughest pressures.

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

• Nearly two in five hybrid workers (39.8%) said they had to reduce hours or accept pay cuts because childcare costs during working hours soared, 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 on par with 23.2% of fully in-office workers facing 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 difficult financial and emotional choices to balance work and family life.

• 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 work hours; in-office workers lag slightly at 36.4%.

• Thirty-eight percent of remote and 37% of hybrid parents said they had encouraged their partner 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 report missing key family moments—like putting their children to bed—at least three days a week on average, compared with 68.8% of in-office parents.

Family planning pressures: A universal challenge

Across work models, the high cost and difficulty of parenting in the US remains a constant challenge.

• Almost one in five parents across all work types have thought about sending their young children to school earlier to lower childcare costs, highlighting a common strain 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 among remote workers (22% remote vs 25% hybrid and 27% in-office), suggesting remote roles may offer more confidence in balancing career and family.

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Conclusion

The results from this comprehensive survey stress the importance of tailored, flexible workplace policies that reflect the varied circumstances of working parents worldwide. By outlining similarities and differences across countries, Remote hopes to promote discussion and encourage policy reforms that create more inclusive and supportive workplaces for parents globally.