The return to work after having a baby is a big deal!
For anyone who manages people, has employees on their team who are expecting a baby, or have recently had a baby, this blog is aimed to give some insight and tips on how to give the new parents in your team the best possible welcome back to work.
Soon-to-be parents will go off on parental leave full of apprehension and excitement for what's to come. Knowing that in a matter of days or weeks, their life is going to change forever!
This goes for moms and dads—the excitement, fear, love, nervousness, and wonder are all very real. And as every parent will tell you, "time flies," and before you know it—for dads especially—they're returning to work!
There are so many reasons that the return to work is daunting, and everyone's experience is different. By creating a supportive work environment, employers can help alleviate a huge amount of anxiety and worry. Something that will not go unnoticed and will build a huge amount of respect and loyalty.
A study from the Mental Health Matters edition of Healthcare reported that first-time dads experienced distress, guilt, and psychological challenges when they initially returned to work after paternity leave.
So how can businesses ensure they are doing all they can to support their new parents when returning to work?
Keep In Touch
Before welcoming employees back to work after their parental leave, it’s important that you've kept in touch with them throughout their leave.
Going radio silent and not checking in creates a feeling of disconnect from the business. This disconnect can create additional anxiety about the return to work.
Essential ways to maintain connection during leave include:
Scheduling optional monthly check-ins via phone or video call
Sharing important company updates and team changes
Including them in social events and celebrations
Letting them control communication frequency and method
Assigning a dedicated point of contact for questions
Check In After Returning to Work
Regular check-ins were crucial for both parents during the first few months back. Schedule weekly brief meetings to discuss:
Workload management
Transition challenges
Required support or resources
Work-life balance concerns
Career development goals
Career aspirations don't pause after parenthood. Discussing career goals once parents settle back demonstrates their continued value. While development might not be an immediate priority for all, keeping these conversations open encourages parents to pursue other career opportunities when ready.
Supporting Dads Returning to Work
It’s important to highlight the support that dads need after having a baby. While they typically take shorter leave, their transition challenges are significant and often overlooked.
Many fathers return when their babies are just weeks old, facing unique challenges that have a huge affect, both mentally and physically.
Severe lack of sleep
Emotional struggles being away from their newborn
Concerns about supporting their partner, especially if they had a challenging labour or extended time in hospital
Difficulty maintaining focus during work hours
To support returning dads, businesses should offer as much support as possible. This could include gradual return options, providing flexible hours for any medical appointments, and considering remote or hybrid work arrangements.
Creating father-specific support groups to normalise discussions around the challenges of becoming a new dad is a great way to offer continuous support.
Offer Flexibility
Offering flexibility to new parents is a surefire way to alleviate some of the stresses when returning to work.
Not all businesses can offer the same level of flexibility, but it’s important to offer what you can to help support as much as possible.
There are several ways to offer flexibility:
Hybrid working arrangements
Flexible start/end times
Remote work options when children are ill
Compressed work weeks
Job sharing possibilities
Offering flexibility to work from home if children are unwell
Research shows flexible work policies increase retention rates among new parents by 60% and boost productivity through increased job satisfaction.
Additional Support
Having someone to talk to as a parent is vital. Each stage as a baby grows offers new experiences, new things to remember and navigate, new challenges to overcome, and it can be hard to keep on top of everything. That’s why classes such as NCT are so popular, because they give parents a vital support network.
When returning to work, offering support in a professional capacity can help parents navigate the continuous juggle of work and family life, as well as support them with the range of emotions that they’ll be experiencing.
Coaching offers parents the space to think and talk openly about how they are feeling and any challenges they are facing. The powerful thing about coaching is that it facilitates growth. During each session, parents will explore tools and techniques to help move them through challenges, remain focused, protect their wellbeing, and give them confidence in this new chapter of their life.
Mentoring from experienced parent-colleagues provides valuable insights and guidance through shared experiences.
Show Compassion & Understanding
Kids get sick; it’s inevitable! It would be much easier for me to tell you a time that my daughter hasn't had a cold since she started nursery. The germs are rife, and there's no getting away from it. And when the kids get sick, they pass it on to their parents. It's a vicious circle.
If an employee needs time at home to look after their poorly child, show them compassion and understanding. 9/10 times they'll be feeling bad enough for the disruption to work.
A strong culture and loyal team is built on trust. Giving parents some flexibility and understanding when their children are sick will not only show you care but also that you trust that the circumstances are out of their control and that the work will get done.
Don't get me wrong, if sickness is a repeated issue, of course you have to address it. But by coming from a place of compassion and understanding, you're starting off on the right foot.
Conclusion
Implementing comprehensive family-friendly policies that extend beyond basic parental leave creates smoother transitions for returning parents. I speak to lots of parents every week, and the biggest positive link between them and their jobs is the trust and support they get from their employer.
If you would like to know more about how to support the parents in your business or if you’re a parent looking for advice or support, get in touch! lauren-faye@sanctuary-tribe.com
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