November’s National Family Caregivers Month celebrates the many ways people care for others. At work, that care often looks like helping new parents find their footing again after parental leave.
We turned to LifeSpeak expert Allison Venditti, CHRP, CHRL, a career coach and one of Canada’s leading parental leave specialists, to share how managers can help employees feel supported as they return to work.
Parental leave is a crucial time for employees to bond with their newborns and adjust to the demands of parenthood. However, returning to work after parental leave can be a significant transition for employees. This is true whether the leave lasts a few weeks or several months.
It’s important for managers to create a supportive and inclusive environment that helps ease this transition and ensures that employees feel valued, understood, and empowered as they reintegrate into the workplace. As a Human Resources professional, mother of three, and a leading parental leave expert, here’s my practical advice for managers to support employees returning from parental leave.
Create a flexible return-to-work plan
Upon an employee’s return from parental leave, engage in an open conversation about their needs and preferences. If your organization allows, tailor a flexible return-to-work plan that takes into account their workload, hours, and responsibilities. This approach allows employees to gradually transition back into their roles, reducing the likelihood of burnout and stress.
Offering job flexibility, such as remote work options or adjusted hours, can greatly benefit employees with parental responsibilities. This allows them to balance work and family needs more effectively. Emphasize output and results rather than strict adherence to traditional working hours.
Some examples of a flexible return-to-work plan include:
- Allowing the employee to return part-time for the first few weeks to help them adjust to their new routine.
- Offering remote or hybrid work options in both the short and longer term.
- Avoid scheduling team meetings at the very beginning or end of the workday to allow for flexible start and end times, if needed.
“If possible, go beyond legal requirements and establish additional support mechanisms, such as childcare assistance, wellness programs, and other resources that cater to the needs of new parents.”
Use clear communication
Clear and consistent communication is key during this period. Schedule a meeting before the employee’s return to discuss any changes that might have occurred during their absence and to set expectations for their role. Regular check-ins during the first few weeks can help address concerns and provide a platform for employees to share their experiences.
Prepare the rest of your team so they understand how you’ll be supporting the returning employee and be sure to mention ways they can help.
Provide mentorship and peer support
Introduce returning employees to a mentor – ideally another parent – within the team who can provide guidance and support. This person can help answer questions, clarify processes, and create a sense of belonging. Additionally, encourage team members to reach out and offer support to their returning colleague, fostering a positive team dynamic.
Create parent-friendly policies
Familiarize yourself with local parental leave policies and ensure that your team adheres to them. If possible, go beyond legal requirements and establish additional support mechanisms, such as childcare assistance, wellness programs, and other resources that cater to the needs of new parents.
If you’re based in Canada, you can register for My Parental Leave, a free online resource that supports parents and their employers during the parental leave and return to work transition.
Continue professional development
Continue to invest in your returning employee’s professional growth. Discuss their career goals and aspirations and provide opportunities for skill development and advancement. This reaffirms their value within the organization and boosts their motivation.
Set realistic performance expectations based on the employee’s current circumstances. Acknowledge that their responsibilities outside of work may impact their availability, and work together to define achievable goals.
Respect boundaries
While it’s important to foster open communication, respect your employee’s boundaries regarding personal matters. Avoid prying into their parental experiences and let them share as much as they are comfortable with. You never know when an employee has struggled with a traumatic birth or other challenges, they may not feel comfortable sharing with their employer.
Celebrate milestones
Recognizing work achievements and life events – such as the birth or adoption of a new child – can help create a positive and inclusive team culture. However, be mindful that traditions in some cultures such as baby showers, may not be recognized or even welcome in other cultures. So, it’s always best to check with your employees to see if they would be comfortable with any baby-related celebrations.
Supporting employees returning from parental leave is an essential aspect of effective management. By implementing these strategies, managers can create an environment that fosters productivity, wellbeing, and a strong sense of belonging. Remember that each employee’s experience is unique, so tailor your approach to suit individual needs. A supportive and understanding manager can significantly contribute to the success and happiness of their team members as they navigate the challenges of parenthood and work.
Looking to build a wellbeing program that truly supports employees returning from parental leave?
Our Parenting and Caregiver Support solution offers expert guidance and on-demand resources for every stage of the caregiving journey, helping your team find balance, stay engaged, and bring their best to work.
About the author: Allison Venditti, CHRP, CHRL
Allison Venditti is a career coach, Human Resources and return-to-work expert with over 15 years of experience creating programs, policy, and best practices that improve workplace cultures and increase employee retention. She is the founder of My Parental Leave and Moms at Work, Canada’s largest professional network for working moms.
FAQ
How can managers best support employees returning from parental leave?
Start with empathy and flexibility. Check in before their first day back, communicate updates clearly, and help them gradually rebuild their workload.
What should a return-to-work plan include?
Discuss hours, workload, and scheduling preferences. Consider hybrid options or adjusted start and end times, and revisit the plan regularly as the employee settles in.
How can managers maintain fairness while offering flexibility?
Apply the same principles to all team members where possible, but acknowledge individual needs. Focus on outcomes, not hours, and ensure flexibility is framed as a support strategy, not a special exception.
How long should flexibility last after parental leave?
There’s no set timeline. The key is consistent communication—check in often to see what’s working and adjust together as needed.
How can workplaces better support caregivers overall?
Offer access to resources that address the full spectrum of caregiving challenges—from parental leave to elder care. Programs like LifeSpeak’s Parenting and Caregiver Support provide expert guidance to help employees balance care and work more effectively.
