The picture of working motherhood in England has changed dramatically over the past few decades. Today, almost four in five mothers with dependent children are in paid employment, the highest level ever recorded. But while more mums than ever are in work, the reality of what that looks like still depends heavily on where they live.
A new analysis of more than 80 local authority areas across England highlights the uneven landscape. It assessed not only female employment levels and childcare availability, but also the cost of living, school performance, access to health services and even environmental factors. Taken together, the results show which towns and cities are giving working mothers the best chance of combining careers with family life.
Lancaster emerged at the top of the rankings. With affordable childcare, relatively high female employment and access to good schools, the city offers a combination of practical support and quality of life that makes a tangible difference to parents. Cheltenham followed closely, thanks to its strong job market and reliable childcare network, while Newcastle-under-Lyme stood out for very low childcare costs and easy access to green space. Other towns and cities performing well included Chester, Warrington, Birkenhead, Newcastle, Gloucester, Stockport, Exeter and Winchester.
The CoworkingCafe study also broke down the results into two additional categories, reflecting the different priorities that working mums may have. In the “Support Strongholds,” places like Winchester, Chichester, Oxford, Exeter and Cheltenham performed best. These areas provide strong professional opportunities alongside access to reliable services and infrastructure. By contrast, the “Cost-Comfort Hotspots”—such as Stafford, Preston, Sunderland, Barnsley and Rotherham—may not offer the same career prospects, but they are marked by more affordable housing and childcare, making them attractive for families prioritising day-to-day affordability.
For employers and HR professionals, the findings serve as an important reminder: location matters. A parent’s experience at work is not only shaped by company culture or policies, but also by the realities of the local environment. In high-cost areas, organisations may need to look more closely at what kind of childcare support or housing allowances they can provide, while in more affordable towns, flexibility and community-focused policies may prove more effective.
Equally, the data reinforces that flexibility can no longer be considered an optional perk. With so many mothers in the workforce, hybrid and adaptable working models are increasingly a baseline expectation. Employers that ignore this shift risk losing talent, particularly in regions where the balance of costs and opportunities already presents challenges for families.
The wellbeing of working mothers also hinges on more than wages or working hours. Access to GP care, clean air and green spaces all play a role in making a location more liveable. Where these factors are lacking, employers can step in with additional support, whether through wellness initiatives, partnerships with local services or more generous benefits packages.
Ultimately, the report underlines the need for HR leaders to think locally as well as nationally. Policies that may work well in London or Cheltenham might need adjustment for families living in Barnsley or Sunderland. By recognising these regional differences and adapting accordingly, employers can not only better support working mothers but also strengthen recruitment and retention across the board.
The post England’s Working Mums: Where Support Makes the Difference first appeared on HR News.