Expert Voices: Supporting Employees After Parental Leave – A Manager’s Guide 

In honor of National Family Caregivers Month, we’re turning the spotlight on supporting employees after parental leave. Managers have a unique opportunity to shape this experience, making it both inclusive and supportive for their teams. To help navigate this process, we’re featuring the work of LifeSpeak expert Allison Venditti, CHRP, CHRL. As a seasoned career coach and parental leave specialist, Allison offers actionable strategies that managers can use to ensure returning employees feel valued, supported, and empowered every step of the way.

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 create a wellbeing program that meets the needs of employees returning from parental leave? Our Parenting and Caregiver Support solution provides expert guidance and on-demand resources for a full range of caregiving challenges to help your team find balance, stay engaged, and contribute their best work. Plus, discover our full wellbeing suite, offering support for mental health and resilience, fitness, nutrition and mindfulness, and more.

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.