Supporting working mums in the UK: A guide for forward-thinking employers

In recent decades, the working life of mothers in England has shifted dramatically. Today, nearly four in five mothers with dependent children are in paid employment — the highest participation rate ever recorded. Yet the experience of working motherhood is far from uniform: it varies greatly depending on where you live.

A new analysis from CoWorking Café covering more than 80 local authority areas reveals stark regional contrasts. The study examined female employment rates, childcare accessibility, cost of living, school quality, access to health services and environmental factors. When taken together, these elements highlight which towns and cities offer a more viable balance between career ambitions and family life.

At the top of the rankings was Lancaster, praised for its affordable childcare, strong female employment rates and access to high‑quality schools. Close behind was Cheltenham, which benefits from a robust job market and dependable childcare infrastructure. Newcastle‑under‑Lyme also stood out for its low childcare costs and proximity to green spaces.

Other well‑performing locations included Chester, Warrington, Birkenhead, Gloucester, Stockport, Exeter and Winchester.

The study also divided areas into two categories reflecting different priorities among working mothers:

• Support Strongholds (for example Winchester, Chichester, Oxford, Exeter, Cheltenham) paired strong professional opportunities with community infrastructure and services.
  
  
• Cost‑Comfort Hotspots (for example Stafford, Preston, Sunderland, Barnsley, Rotherham) offered lower costs for housing and childcare, which appealed to families focused on affordability.
  
  

For employers and human resources professionals, these findings underscore a crucial truth: location matters. An employee’s experience isn’t shaped solely by company policy or culture — it’s also deeply affected by the resources and realities of the local area. In high‑cost regions, organisations may need to think more creatively — offering childcare subsidies, housing support or flexible working to offset pressures. In more affordable towns, policies centred on flexibility, connectivity, and community partnerships might prove more effective.

Moreover, flexibility is no longer a luxury. With more mothers in the workforce, hybrid and adaptable work models are increasingly expected. Employers who resist this shift risk alienating talent, especially in regions where balancing cost pressures with opportunity is already tricky.

The well-being of working mothers also hinges on less obvious factors — access to primary healthcare, air quality, green spaces, and community services all play their part. In areas where such factors lag, employers can step in through wellness initiatives, local partnerships and enhanced benefits.

At its core, the research makes a clear call: HR leaders must design policies that are responsive regionally, not just centrally. What works well in London or Cheltenham likely won’t work in Barnsley or Sunderland. By adapting to local challenges and supporting working mothers with tailored measures, organisations can both retain talent and strengthen their reputations as inclusive employers.

Strengthening support for working mothers

To meaningfully support working mothers, organisations must act beyond formal policies. Real impact comes from thoughtful resource allocation, embedding flexibility and building partnerships that address both work and life pressures.

Flexible Working as a Baseline
- Offer hybrid or remote work options, part‑time roles, and flexible start/finish times.
- Promote job sharing, compressed hours or phased returns after maternity leave.

Childcare Support & Subsidies
- Provide childcare vouchers, subsidised on‑site care, or partnerships with local nurseries.
- Share information about local childcare providers, waiting lists and support grants.

Housing or Commuting Assistance
- Offer housing stipends or relocation support into areas with better services.
- Provide subsidised transport or “mobility grants” for commuting mothers.

Health, Wellness & Community Integration
- Partner with local health services or wellness programmes (e.g. GP access, mental health).
- Create green spaces at or near sites, encourage walking or outdoor breaks.

Local Data & Community Insight
- Use region‑level data to understand living costs, transport infrastructure and service gaps.
- Survey employees about their local challenges and tailor interventions accordingly.

Supportive Culture & Peer Networks
- Encourage mentoring, peer groups or “returner” schemes for working mothers.
- Train managers to show empathy and awareness of non‑work pressures.

Monitoring, Evaluation & Iteration
- Regularly survey working mothers and track retention, engagement, and well‑being.
- Adjust policies regionally based on feedback and changing local conditions.