Becoming a parent is often to revise their professional ambitions downwards. This is the sad observation that an OpinionWay survey draws up for parents Zens and Teale, conducted in April 2025 with 609 salaried parents. We learn that a third of French assets believe that their careers must have adapted to the arrival of a child. A figure that climbs even 43% among women.
Parenting leads to several renunciations. Among the most frequent are the reduction in working time (cited by 17%of respondents), the refusal of a promotion (13%) or an increase (3%). The table is still blackening for young workers: 50% of parents under 35 say that having founded a family weighed on their professional trajectory.
Because coming back to work, after a birth, is not a health walk. Returning from parental leave is often accompanied by new obstacles, sometimes invisible. Thus, nearly one in two relatives encountered at least one difficulty during his recovery, whether it is a lack of flexibility, a feeling of isolation towards his colleagues, an increased workload or even pressure to prove his legitimacy. Employees under 35 are even more exposed: 75% of them report at least one obstacle when resuming work.
A mental burden ignored by companies
And yet the difficulties do not stop there. Getting back on work is also to deal with double pressure, professional and family. Two spheres which, instead of balanced, often tend to combine. 57%of salaried parents declare an increase in their mental charge since they have a child, especially due to emergencies to be managed (27%) or waiting for permanent availability (17%). Despite this, 60% did not benefit from any support measures from their employer. And among those who received, less than half believe that these devices have really helped them to find a balance.
When parents do not manage to reconcile their personal and professional obligations, some prefer to change their creamy. 31% of those questioned have already considered resigning to join a more compatible working environment with their family life. A figure that climbs to 53% among those under 35, 14% of which have already taken action. The lack of response adapted to the needs of parents becomes a real demobilization factor, even the leakage of talents.
The message is clear: supporting parents is not comfortable, but an organizational necessity. Because a sustained parent is a more stable, more committed employee, and less inclined to turn to competition. This supposes to see further than the simple business crèche and to imagine wider solutions, such as the flexibility of schedules, parental coaching, psychological support, telework or even symbolic recognition of the role of parent. A gentle but necessary revolution. Because you don’t work “despite” your parenting, but with it.