Parental leave is not a holiday. We repeat… parental leave is NOT a holiday!
It’s a challenging, life-changing period filled with lots of joy and lots of hard work. Your employees will be adjusting to new routines, sleepless nights, and the demands of caring for a new family member. It’s a whole new job role in itself! So when the time comes to return to work, it can be both exciting and daunting. Mostly daunting.
As an employer, how you support your team members through this transition speaks volumes about your culture and leadership style. By showing empathy and understanding, you can make the return to work a positive experience – for mothers, fathers, and families in all their diverse forms.
1. Recognise the Challenges of Parental Leave
First and foremost, acknowledge that parental leave isn’t a break from work. It’s just a different type of work! It’s a demanding, transformative time in your employee’s life. By showing you understand the stress and exhaustion they may feel, you set the tone for a smooth and compassionate transition.
This mindset shift is also a D&I matter. Remember, support isn’t just for mothers. It’s for fathers, adoptive parents, and caregivers in non-traditional family setups. Emphasise that your workplace is inclusive of all employees who take on different types of caregiving responsibilities.
2. Open the Lines of Communication Early
Make sure you have open conversations with your employee during their KIT days and a few weeks before their return. Cover things like:
- Their concerns about balancing work and family life
- Adjustments to their schedule or role
- How you can help them feel confident stepping back into the team
Respect their circumstances and family setup by avoiding assumptions and make your support specific to their individual needs, rather than taking a blanket approach.
3. Design an Inclusive Onboarding Plan
Coming back after an extended absence may feel overwhelming, especially if a lot has changed since your employee went on parental leave. So, treat their return like a re-onboarding process. This might include:
- An update on the changes within the team or organisation
- A buddy system to help them settle back in
- A phased return plan to ease the transition
Inclusivity matters here, too. Recognise that everyone’s experience is unique; new fathers, for example, may face different challenges than mothers or adoptive parents. A single parent will have different challenges. Treat everyone as an individual, rather than a ‘parent’.
4. Offer Flexibility
Flexibility is key for working parents. Whether it’s flexible hours, remote working options, or a hybrid schedule, it can make all the difference in helping parents balance their professional and personal responsibilities.
And remember, the more capable someone feels to do their job, the better they’ll do it! The more productive they’ll be.
Promote these options across all levels of your organisation to normalise caregiving responsibilities for both men and women. This helps break down stereotypes and creates a truly equitable workplace where employees stay for a long time.
5. Be Mindful of Workload
Diving back into a full workload can be overwhelming. Work with your employee to prioritise tasks and gradually ease them back into their role. Phased returns, staggered responsibilities, and regular check-ins are important.
Not only has the employee been out of the business for a while, they’re probably exhausted! They will be juggling a lot of plates. Be considerate of that and help them succeed in their role.
6. Provide Emotional and Practical Support
Returning to work can be an emotional experience, especially for those leaving their child in someone else’s care for the first time. Make support readily available, such as:
- Employee Assistance Programs (EAPs) for counselling
- Parenting support groups or peer networks
- Resources for managing childcare arrangements
Let your team know these resources are there for all parents—regardless of gender or family structure.
Returning to work is a big milestone! Welcome your employee back with open arms—whether it’s a team lunch, a signed card, or a simple “welcome back” email. These gestures remind them they’re not just returning to a job, but rejoining a supportive community who cares about them.
At Grace, we’re passionate about helping businesses build people-first workplaces. If you’re looking for more ways to attract and retain diverse talent, we’re here to help! Either contact us for help with your HR recruitment, or explore our resources to learn more about building sustainable teams.