A 2025 survey of more than 3,000 working parents by Working Families, the national charity for working parents and carers, reveals the real challenges families face around parental leave, childcare access, flexible working and the rising cost of living. We explore the critical trends that the Working Families Index reveals and the steps employers can take to recruit and retain parents and carers, who make up a large proportion of the workforce.
Parental leave is falling short
Many parents report that they struggle to take the leave they need. Around four in 10 mothers said they could not spend enough time with their baby, mainly due to financial stress. Seven in 10 fathers who took less than two weeks off said money held them back.
Employers can support employees to take the time they need by offering options to use their leave in ways that work best for their individual circumstances, such as permitting leave to be taken from day one of employment or allowing parents to take their leave in smaller blocks rather than one continuous period. Leaders who openly share their own parental leave stories can show that taking time off is normal and valued, and build a supportive, open workplace culture. Employers can also help by making parental leave entitlements clear. Unclear or incomplete leave policies can discourage parents from taking the time they need, leading to stress, burnout and reduced engagement at work.
Financial pressure is holding families back
Financial pressure is one of the main reasons new parents struggle to take the leave they need. Almost half of new parents could not take the leave they wanted due to financial worries. Six in 10 said childcare costs strain their finances and two in 10 even went into debt to pay for childcare. Four in 10 who did not know about government-funded childcare were using less childcare simply because of cost.
Employers can consider easing this burden by carrying out local cost-of-living audits to review whether their salaries keep up with rising expenses. Providing practical support such as loans for nursery deposits, help with holiday clubs or access to financial advice sessions can also make a real difference. Where it is affordable for the organisation, offering enhancements to statutory pay can make it easier for parents to take the leave they need and can engender staff loyalty in the long run.
Childcare access remains a major barrier
Childcare remains one of the biggest barriers preventing parents from thriving at work. When families cannot access reliable childcare, it can affect their ability to stay in work or progress in their careers. Only about half of parents said they can access the childcare they need. One in three had cut back their working hours because of childcare problems and a huge 87% said they consider childcare arrangements before applying for a promotion or a new role.
Employers can help by offering flexible working hours that make it easier for parents to manage nursery or school drop-offs and pick-ups. Working Families also recommends speaking with new parents early during maternity or paternity planning, so new parents understand what lies ahead and can prepare accordingly.
Flexible working is still not reaching everyone
Flexible working is a powerful tool for helping parents balance work and family life, but many still do not have access to it or even know it is an option. Nearly three-quarters of parents who do not currently work flexibly say they would like to and more than half were not aware that they now have the legal right to request flexible working from day one in a new job. The Index also confirmed that there is an ongoing gender divide: more than half of fathers who responded said they felt it was more acceptable in their workplace for women to work part-time than for men to do so. A significant proportion of parents (around 40%) also lack confidence to discuss family-related issues at work.
Employers can address this by making flexible work options visible in job adverts and internal policies. This sets the tone from the beginning and shows that flexibility is a real, available option, not just a nice idea. Training managers to support flexible working in a positive, consistent way can also ensure the success of flexible working practices. Leading by example with male leaders working flexibly is incredibly powerful in encouraging others to consider a flexible working pattern.
Long hours are hurting work-life balance
Long hours are becoming the norm for many working parents. According to the Index, seven in 10 mothers and eight in 10 fathers regularly work longer than they are supposed to, often just to manage their workload or boost their income. Nearly half of all parents say they struggle to keep clear boundaries between work and home life.
Employers may want to consider agreeing ways of working that set expectations around out-of-hours emails and messaging. Where their role allows, supporting employees to work in a way that matches their natural rhythms, whether that is earlier starts, breaks in the day or a flexible schedule, can help them stay healthier, happier and more productive.
Key takeaways
Policies are an important part of supporting working families but they are not enough on their own. The workplace culture is equally important. When leaders actively back and utilise family-friendly practices, it sends a clear and powerful message that flexibility and care are part of the organisation’s values. Employers who commit to inclusive and flexible practices will earn trust, boost loyalty, lower turnover and improve productivity.
