6 ways to support employees returning to work after parental leave

Published: October 22, 2024 | by Brightmine Editorial Team

Returning to work after the birth of a child is an important time for new parents.

Leaving a newborn child who is often no more than 12 weeks old in the care of someone else — whether it’s a daycare provider, a grandparent who lives nearby or even a spouse — can be emotionally wrenching, especially for first-time parents.

Add in sleepless nights, new financial obligations and all the other challenges that come with parenthood, and it’s easy to see why parents have been consistently more likely to report experiencing high levels of stress compared to other adults, as noted in a recent report by the US Surgeon General.

By helping parents balance professional responsibilities with family commitments, employers can ensure a smooth reintegration into the workplace and reduce the risk of employee burnout and turnover.

Optimize leave

Employers should review their Paid Parental Leave Policy and/or Paid Time Off Policy to make sure they are parent-friendly.

For example, providing ways for employees request PTO at the last minute when necessary can help new parents who can sometimes need to take off time off with little notice due to daycare closings or a sick child.

Extending paid leave periods or providing phased return-to-work schedules also can ease the transition for new parents.

Stay flexible

Flexible work arrangements — such as remote work, flexible scheduling and compressed workweeks — can help parents fulfill childcare responsibilities while still meeting job requirements.

Many employers report that they value flexible practices because of how they can support talent acquisition and employee retention.

Foster mental health

As noted in the Surgeon General report, about 24% of parents have had some form of mental illness and about 6% of parents have had a serious mental illness.

Employers can help parents stay mentally healthy by:

• Ensuring employer-sponsored health care plans include coverage for mental health and substance abuse that is on par with other health benefits.
• Integrating mental health into employee wellness programs.
• Adopting or expanding employee assistance program (EAPs).
• Training managers about how to address mental health concerns in the workplace.

Support nursing moms

Various federal, state and local laws require employers to provide breaks and private spaces to employees who are lactating/breastfeeding.

Beyond these legal obligations, employers also should consider:

• Establishing (or reviewing) a lactation accommodation policy.
• Setting up a process for employees to request lactation accommodations.
• Training supervisors on how to effectively manage breastfeeding employees.

Consider onsite daycare

A daycare provider at the workplace — whether it’s run in house or by a third party — is seen as an enormous benefit by many working parents.

Onsite daycare can save parents lots of time by minimizing the drop-off and pickup times. It also provides parents the peace of mind that comes from knowing their child is in the building with them. The federal government and certain states provide tax incentives to employers that provide onsite daycare as well.

Cultivate a parent-friendly culture

Last but not least, employers should strive to foster an inviting workplace culture.

For example, a dedicated Employee Resource Group (ERG) can give parents a safe place to discuss the unique challenges they face.

On a less formal note, something like a department-wide email welcoming new parents back to the work and encouraging colleagues to be patient with them can go a long way toward easing the transition back to work.