Report on working parents worldwide

Working parents today contend with a distinct combination of pressures

Working parents worldwide are still juggling the demands of their careers alongside parenting. Against a backdrop of return-to-office mandates, rising inflation and higher global living costs, the financial and emotional weight of childcare is becoming increasingly acute.

To explore this, Remote ran a global survey of 13,850 working parents in 13 regions – the United States, United Kingdom, France, Germany, Sweden, the Netherlands, Spain, Finland, Belgium, Singapore, Australia, Hong Kong and South Korea – to identify the work-related challenges they experience and the ways employers worldwide could provide better support. All participants held white collar "desk jobs" and had at least one child younger than five. Respondents in each region were evenly divided between fully remote, hybrid and in-office working setups.

Global findings on parental leave policy

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: analysis of working parents

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 consider leaving their role if remote-work options were tightened. This underlines the urgent need for more adaptable workplace policies to help parents balance professional and family duties.

The survey reveals the financial and practical pressures on Belgian parents. On average they spend around 700 euros per week on childcare, covering daycare, transport and babysitting. That amount is noticeably higher than in some neighbouring countries, for example France, where the average is 492 euros per week.

Main takeaways:

• Effect of return-to-office policies: 73% of parents have considered leaving their job, or urged their partner to do the same, because of the strain of organising 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 when daycare closed.

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

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

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Working parents in Finland — analysis

As Finnish firms contend with a persistent skilled labour shortage, enhanced support for working parents might help. However, Remote’s survey of 601 Finnish parents shows many feel pressure from juggling work and family responsibilities.

Most parents (80%) reported feeling guilty or anxious when they requested time off to care for their children. In many instances this 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 principal findings include:

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

• Workplace bias and discrimination: 55% of parents say they have been discriminated against or passed over for promotions, and 74% report receiving negative feedback for taking unplanned time off to care for their children.

• Negative consequences of post-COVID return-to-office policies: 77% of parents report that employers' post-COVID return-to-office measures affected them adversely, with over 70% saying they would consider quitting their jobs if asked to work additional 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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Analysis of working parents in France

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 banknotes.

Other key findings were:

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

• Demand for flexible working and concerns about discrimination: 73% of parents have submitted flexible working requests to their employers. Additionally, more than half of parents say they have felt discriminated against or overlooked for promotions because of their parental status.

The survey also shows that 86% of respondents believe more comprehensive laws and regulations are required to support working parents, and 81% feel the government should do more to fund childcare institutions and provide subsidised options.

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Analysis of working parents in Germany

Although debates and policy initiatives around part-time and flexible work seek to address the skills shortage, the situation many German parents face is markedly different. Remote’s survey of 1,507 German parents demonstrates a clear need for greater support. ‘Fake flexibility’ persists

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

• 71% of German parents say their employers have practised ‘Fake flexibility’, for example by promising remote work or flexible hours and failing to deliver.

• 79% of respondents said they had been passed over for promotions or other opportunities at work because they are working parents.

• 76% experienced adverse effects from return-to-office policies, and 92% would consider changing jobs if required to spend more time in the office.

• 76% reported feeling guilty or anxious when requesting time off to meet childcare needs.

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

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

Flexibility now the top priority for parents

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

Even with recent measures guaranteeing childcare after 12 months, many parents still struggle to secure appropriate provision. In the survey, 70% said they had encouraged their partner to quit their job, 76% have accepted a pay cut or reduced their working hours, and 78% believe the government must do more to support childcare facilities with improved provisions and additional places. Additionally, 83% want laws that better enable flexible work models for working parents.

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Hong Kong working parents: an 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 working An overwhelming 86% of working parents say fully remote work supports their mental health the most, and 74% report that hybrid arrangements also have a beneficial effect. Yet almost 87% report being given “fake flexibility” despite their workplaces having flexible work policies. Over 43% of working parents worry that asking for flexible arrangements could cost them their job, which highlights the need for employers to enact and accept flexible working policies more effectively.

Implementation challenges: Although 42.1% of respondents report that their employers have implemented flexible working arrangements, 88.9% say they are passed over for promotions or other opportunities because they are working parents. A further 87.6% have considered resigning from their jobs due to the absence of affordable childcare during working hours.

Impact on job decisions The financial and emotional strain of childcare is clear: 88.8% report they have accepted a pay cut or reduced their hours because affordable childcare is lacking. Moreover, 87% of working parents feel guilty and anxious when they request time off to care for their children.

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Analysis of working parents in the Netherlands

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.

Other key findings from the survey include:

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

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

Only 28% of respondents say they are fully satisfied with their current childcare arrangements, with most seeking improvements or substantial change. Flexible working arrangements rank second only to salary when choosing a job; men tend to prioritise job security and commute length, while women give greater weight to flexibility.

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Analysis of Singapore's working parents

Remote surveyed 1,000 working parents in Singapore to assess how flexible work arrangements affect family planning and work-life balance. With Singapore’s historically low birth rate becoming a national concern, 89.7% of working parents indicate that more flexible working arrangements would increase their likelihood of having additional children. As the Government prepares to implement the Tripartite Guidelines for Flexible Work Arrangements (FWAs) by the end of the year, the support employers provide to working parents — and its potential effect on the birth rate — is increasingly important. Key findings include:

Support for flexible working

Nearly 9 in 10 parents said they would consider having more children if employers provided greater flexibility in working arrangements, emphasising the significant role employers play in staff family-planning decisions. The survey also found that 81% of working parents agree that flexible, remote and hybrid work arrangements are the most helpful for balancing career and parental responsibilities.

Implementation challenges

Although 56.4% of respondents said their employers accepted their flexible working arrangement requests, 82.1% reported being offered “fake flexibility.” This gap between policy and practice highlights the urgent need for more effective implementation of flexible work policies.

Effect 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: analysis of working parents

Across South Korea, juggling paid work and parenting remains a major challenge for working parents. A survey by Remote of 1,005 white-collar workers reveals these difficulties and highlights the urgent need for flexible working arrangements.

Flexible work arrangements are more than a preference; they are essential for South Korean working parents to remain in their roles while managing childcare, schooling and other family duties.

• 44% of respondents stated that flexible working arrangements are vital to their decision to remain in their job.

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

• Almost three in four parents (72%) said return-to-office policies harmed their work-life balance. Men were marginally more likely to have changed jobs for this reason, at 37% versus 32% of women.

Financial pressure shapes major life decisions for working parents.

• 58% of parents have contemplated leaving their employment because insufficient work flexibility affects childcare.

• The effect is particularly marked for women: 35% are likely to cut their hours to cope with childcare, versus 25% of men.

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

Childcare expenses are a central concern 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.

• 39% of men versus 34% of women say they work primarily to afford childcare, suggesting both mothers and fathers feel a comparable financial duty for childcare.

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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.

Further findings include:

• Support for flexible working: A notable 80.24% of workers in Spain say their employers fully back flexible working and provide the support required to organise childcare around the working day. Of those with flexible schedules, 27.45% report it helps them manage household duties more effectively, while 27.15% say it allows them to be present for their children when needed.

• Acceptance of flexible working proposals: More than 68% of respondents have put forward flexible working arrangements to their employers, yet only 43% report that these proposals were accepted.

While current rules are intended to support parents, 84.23% of respondents feel there should be stronger national laws and regulations on flexible working. In addition, 74.15% indicate that although childcare support exists, it remains difficult to access.

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Sweden: analysis of working parents

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% of parents reported accepting a salary reduction or cutting back their hours to achieve a better balance between childcare and work, and 83% said they had considered reducing their hours to 80%. Even with Sweden's comparatively low childcare costs, inflexible workplace rules and unfavourable employer attitudes are having a clear negative effect on parents' mental health and career trajectories. Other key findings:

• Mental health impact: 80.56% experience guilt or anxiety 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 report being discriminated against or passed over for promotions because of their parental status.

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

Almost 70% of respondents felt that small tweaks could improve their current arrangements, with flexible working ranking as a top priority for many parents. The survey also shows that 82.39% of parents want stronger laws and regulations to support flexible working, and 78.57% have submitted flexible working requests, the majority of which were approved.

In countries such as Finland, France, the UK, Germany, the Netherlands, and the US, generous parental leave is a high priority when people look for jobs—responses range from 15%–26% naming it most important when searching for work. In Sweden, however, this option records zero percent preference.

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United Kingdom analysis of working parents

As the UK confronts an expanding skills shortage, working parents represent a crucial but underused talent pool. Remote’s survey of 1,501 mums and dads shows that, despite government measures, UK working parents still encounter barriers to full participation in the labour market.

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.

Further notable findings from the survey include:

• Dissatisfaction at work and sacrifices: 73% have accepted lower pay or shorter hours because childcare was unaffordable, and 70% have remained in an unhappy role in order to pay for childcare.

• Negative workplace experiences: 63% of working parents report having been reprimanded or given negative feedback at work for taking unplanned time off when their child was ill. 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 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.

When evaluating job options, working parents place the highest priority on flexible working hours: 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 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.

Promises versus realities of hybrid work

The data indicate that hybrid work — long touted for blending remote and office-based settings — frequently fails to meet expectations, with hybrid workers encountering some of the most significant challenges.

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

• Almost two in five hybrid workers (39.8%) report having to cut their working hours or accept pay reductions because childcare costs during work hours have surged, 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 manage childcare better but find their schedules too rigid, a figure nearly matching the 23.2% of fully in-office workers who report similar constraints.

Financial and emotional toll of work ‘flexibility’

With almost one in three families spending more than $900 weekly on childcare during work hours, parents are being pushed into tough decisions to cope with 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 sentiment that is less common among in-office workers (28.8%).

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

Family planning pressures: a universal challenge

Across work models one constant emerges: being a working parent in the United States is both expensive and profoundly difficult.

• Nearly one in five parents across all work models have considered sending their young children to school earlier to manage the high costs of childcare, underlining 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 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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Summary

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.