Chapter 3: Create fair employment and work for all

Childcare costs and accessibility

The cost of childcare continues to rise steadily. Access to affordable childcare is a major barrier to women being able to work, study and train. The cost of childcare is a serious barrier to employment for single parent households, most of whom are female. In many cases, and especially for single mothers, the cost of childcare outweighs their wages, making it financially restrictive for mothers to return to work.
(Coleman L, Shorto S, and Ben-Galim D (2022). Childcare survey 2022. Coram, Family and Childcare.)

In the North East, full time nursery fees for a child under two are on average £238.03 per week. This is equivalent to 45% of a man's average salary in Gateshead. It is also equivalent to 59% of a woman's average salary in Gateshead.
(Coleman L, Shorto S, and Ben-Galim D (2022). Childcare survey 2022. Coram, Family and Childcare.) (ONS. (2022). Earnings and Hours worked, place of work by local authority: ASHE Table 7.2a, 2022 provisional edition.)

In addition to childcare costs, there are also challenges in accessing childcare. In England, only 59% of local authorities reported that they have enough childcare available for parents working full time, in all areas of their patch. The North East outperforms national figures, with all local authorities suggesting they have enough childcare for parents working full time, under two's, three to four year-olds and for families in rural areas. However, there remains opportunity for improvement in the provision of after school clubs, childcare for disabled children and for parents working atypical hours. Find out more information on childcare provision levels in Gateshead. 

Due to both cost and availability of childcare options, it can become very difficult for families to get the support they need. This can force some parents, particularly mothers, out of the workforce entirely.

Part-time and flexible employment

Over half (55%) of females do not have full time employment due to domestic commitments or spending more time caring for the family, compared to just a fifth (21%) of men. For those who can arrange flexible working patterns, including term-time only working, a third of mothers reported an agreed special working arrangement in their job, compared with just a quarter of fathers. It is however important to consider variations owing to work sector. For example, a higher proportion of women work in the education sector, where term-time working arrangements are more common.
(ONS. (2022). Families and the labour market, UK: 2021.)

An increase in remote and flexible working could be especially helpful for mothers' careers. Also, the increased time that fathers could spend with their children through flexible working arrangements should help to accelerate changes in gender norms. It is important that we do not go back on the progress that was made before Covid-19. 

A look at how mothers and fathers spend their time on work and household activities 2014 - 2015 in Great Britain, March and April 2020 and March 2022 in the UK line graphs.