Returning to work after the birth of a child is one of the most significant transitions a new parent can face. For many, it’s emotionally challenging to leave a newborn, often just a few months old, in someone else’s care. With the added pressures of sleepless nights, new financial responsibilities, and a myriad of other parenting demands, parents can experience high levels of stress. In fact, research from the U.S. Surgeon General indicates that parents, particularly those with young children, are more likely to report elevated stress compared to other adults.
Managers play a crucial role in helping these parents reintegrate into the workplace, ensuring not only a smooth transition but also reducing the risk of burnout and turnover. Here are some ways employers can support parents returning to work.
Optimize Leave Policies
One of the first ways managers can support parents is by ensuring the company’s leave policies are parent-friendly. Reviewing Paid Parental Leave and Paid Time Off (PTO) policies to meet the unique needs of new parents is a great start. Offering flexibility, such as allowing employees to take time off on short notice for unforeseen situations—like a sick child or daycare closure—can make a significant difference. Additionally, extending paid leave or providing a phased return-to-work schedule can ease the emotional and logistical burdens that new parents face when they return to work.
Offer Flexibility
Flexible work arrangements are a game-changer for new parents. Many working parents struggle with balancing job requirements and childcare, and offering options such as remote work, flexible scheduling, or compressed workweeks can help them fulfill both roles. These arrangements not only make life easier for parents but have also been shown to improve employee retention and help attract top talent. When employers prioritize flexibility, it shows an understanding of the real challenges parents face and demonstrates a commitment to work-life balance.
Foster Mental Health Support
Parenthood, while rewarding, can also take a toll on mental health. According to the U.S. Surgeon General’s report, around 24% of parents have experienced some form of mental illness, with 6% reporting serious mental health issues. Managers can play an important role in supporting mental health by ensuring that employer-sponsored health care plans provide coverage for mental health and substance abuse, on par with other health benefits. Additionally, integrating mental health into wellness programs, expanding Employee Assistance Programs (EAPs), and training managers to recognize and address mental health concerns in the workplace can significantly improve the well-being of returning parents.
Support Nursing Mothers
Employers must comply with laws requiring lactation accommodations for breastfeeding employees, but going beyond legal obligations can further support nursing mothers. Managers should establish clear lactation accommodation policies, including private spaces for breastfeeding or pumping, and set up a process for employees to request these accommodations. Training supervisors on how to effectively manage breastfeeding employees is another important step in creating an inclusive, supportive environment for nursing mothers.
Explore Onsite Daycare
For many working parents, finding reliable and convenient childcare is a major challenge. Offering onsite daycare, either in-house or through a third-party provider, is a valuable benefit. This not only saves parents precious time during drop-off and pickup but also provides peace of mind, knowing their child is close by. Many employers can also benefit from federal and state tax incentives for providing onsite daycare, making it a cost-effective solution for both employers and employees.
Cultivate a Parent-Friendly Culture
Finally, creating a workplace culture that welcomes and supports parents is essential. Employers should foster an environment where parents feel comfortable discussing their unique challenges and balancing their responsibilities. Establishing Employee Resource Groups (ERGs) for parents can provide a safe space for open dialogue and support. A simple department-wide email welcoming new parents back and encouraging colleagues to be patient can also make a significant difference in easing the transition.
By implementing these strategies, managers can help ensure that new parents feel supported, valued, and equipped to balance the demands of work and family. A thoughtful, flexible approach not only enhances the employee experience but also reduces burnout, fosters loyalty, and strengthens overall workplace morale.
Partner with Allied for help in your return to the workplace! Check out our open jobs and apply today!
Source: iLearningEngines