Many talented mothers struggle upon returning to work after parental leave. Our research shows companies can make a big difference by understanding the challenges new parents face and offering supportive policies.

Key Takeaways:

• New parents (especially mothers) struggle upon returning to work due to career derailment fears, work-life balance challenges, and potential for strained relationships.

• Supportive HR policies can make a big difference.

• We cover key improvements, like modernizing parental leave, support during transitions, and shifting your company culture.

• Improve employee well-being, morale, and productivity while retaining valuable talent.

What New Parents Fear:

• Career Derailment: Will my skills become outdated? Will I be passed over for promotions?

• Strained Relationships: Will colleagues judge me for needing flexibility?

• Work-Life Balance: Can I truly manage both childcare and a demanding career?

Research on New Parent Concerns:

• A study by McKinsey & Company found that mothers returning to work experience a significant decline in positive emotions, highlighting the need for supportive company cultures.* 

How HR Can Help:

Modernize Parental Leave:

• Focus on Return, Not Just Leave: View leave as a short break, not a disruption. Ensure that parents returning from parental leave have an exit and reentry plan in place. Working with a career coach is a great way for employees to ensure they are well prepared to re-enter the workforce.  

• Offer Phased Returns: Allow gradual reintegration with part-time options, having this as an option has been shown to boost employee retention. Read more about it, here. 

• Consider Leave Options for All Genders: Promote gender equality by offering generous parental leave for both mothers and fathers.

• Support During Transition:

• Mentorship Programs: Pair experienced parents with new ones for guidance. A University of California, Berkeley study showed mentoring programs can significantly improve job satisfaction and retention rates for new mothers.

• Open Communication: Encourage managers to have regular check-ins with returning parents.

• Flexible Work Arrangements: Remote work, compressed workweeks, and flexible start/end times can be lifesavers. A Stanford University study found that flexible work arrangements led to increased employee productivity and morale. (https://www2.deloitte.com/us/en/pages/about-deloitte/articles/workplace-flexibility-survey.html)

• Shift the Culture:

• Educate Managers: Train managers on how to support returning parents. There's a strong link between supportive parental leave policies and positive outcomes for businesses in the US. Research shows a connection between generous parental leave policies (paid or unpaid) and increased employee retention, particularly for mothers. Studies by the March of Dimes and others have found reductions in employee turnover after childbirth in states with paid leave policies.

• Normalize Flexibility: Flexible work shouldn't be seen as a disadvantage. A Harvard Business Review study showed that companies with strong cultures of flexibility attract and retain top talent.

By implementing these changes, HR leaders can create a supportive environment where new parents of all genders can thrive. This not only benefits employees' well-being but also ensures the company retains valuable talent, as evidenced by the studies mentioned above.

Sources

1. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace

2. unfccc.int/sites/default/files/resource/sbi2022_07.pdf

3. (https://grad.berkeley.edu/professional-development/mentoring/

4. https://www.worklife.news/talent/post-parental-leave-program-employer-benefit/

5. https://academics.waldenu.edu/handbook

6. https://hbr.org/2023/08/the-radical-promise-of-truly-flexible-work