Family-friendly benefits: what parents want most

When it comes to family-friendly workplace benefits, part-time arrangements (28.4%) and unlimited leave (24.4%) emerge as the clear favourites across the workforce. This highlights how strongly employees value having control over their time, allowing them to balance work responsibilities with family needs.

Compressed hours and parental leave follow closely behind with nearly identical demand levels (16.7% and 16.5% respectively), showing that alternative scheduling options and dedicated family support remain key considerations for a significant portion of working parents.

Mothers vs. Fathers: understanding the gender gap in benefit preferences

Our data reveals important differences in how mothers and fathers prioritise workplace benefits. Across all categories, mothers consistently show higher demand for family-friendly benefits, though fathers also express significant interest.

Part-time arrangements are most sought after by mothers (36.24% vs. 22.80% for fathers), while parental leave shows strong demand from both groups and is the most desired benefit for fathers (33.14% for mothers vs. 27.55% for fathers). This indicates a shared desire for time-based flexibility, though the higher percentages among mothers reflect the ongoing reality that women often shoulder more caregiving responsibilities. A recent survey revealed that 25% of mothers are being forced to quit work to accommodate childcare, compared to only 7% of fathers. This contrast further highlights the discrepancies that still exist when it comes to childcare responsibilities and flexible working. To make the workplace more inclusive for all parents, flexible working needs to become the norm for everyone. 

Senior women leaders value family support even more

Perhaps most striking is what our data reveals about mothers in senior leadership positions. These women show dramatically higher demand for parental leave (+119% above average) and fertility leave (+91% above average) compared to the general population.

This suggests that as women reach leadership roles, they're looking for companies that support them through critical life stages and family planning. The substantial demand for compressed hours (+32%) indicates that even senior-level mothers value flexibility in when and how they work, allowing them to excel professionally while managing family obligations.

How working parents want to work in 2025

Our data reveals a clear shift in work location preferences among working parents—and it’s all about genuine flexibility.

• Fully remote roles are more popular than ever, now preferred by 63% of working parents. This marks a sharp rise from the start of 2024, reflecting a growing need for work that fits around family life.
• Remote-first roles (where there's a central office, but remote work is the norm) have become less appealing—now chosen by 25% of working parents.
• Hybrid roles have continued to decline in preference, currently sitting at just 10%.
• Office-based roles remain the least desirable, with only 2% of working parents opting for them.

These shifts highlight a strong demand for working environments that offer true autonomy over where and how work happens. For working parents, fully remote roles mean less time commuting, more time with family, and the ability to better manage both personal and professional responsibilities.

What this means for HR and talent professionals

These insights point to several key strategies for building an attractive employer brand in 2025:

1. Offer a diverse range of family-friendly benefits - Part-time options and unlimited leave are most valued, but compressed hours and parental leave also show strong demand.
2. Design family benefits for everyone - Recognise that while mothers show higher demand for family-friendly benefits, fathers are also seeking these supports in significant numbers.
3. Support women in leadership - Understand that mothers in senior roles have specific needs around parental leave and fertility support, and that addressing these can help retain top female talent.
4. Prioritise flexible remote work options - With increasing demand for remote arrangements, offering flexibility in where work happens remains crucial for attracting parent talent.

Where does our data come from?

At Flexa, our insights are powered by real-time search and sign-up data from thousands of professionals. By analysing over 100 million data points on what candidates want, company EVPs, and employee satisfaction, we help employers move beyond outdated hiring tactics. Instead of relying on generic messaging, companies can align their employer brand with the evolving expectations of today’s talent—ensuring they attract the right people, in the right way.