Anyone who has been there will know what a life-changing event becoming a parent is. Suddenly, you have a new priority and primary focus in your day-to-day life. Regardless of anything else, someone else’s needs now come first. Considering the monumental nature of this transition, it’s a little bizarre to think that many organizations still expect employees to return to work and deliver in the same way that they did before. Parental leave ends, childcare arrangements kick in, and the new parent returns to work, often – unless they’ve specifically negotiated a different arrangement – operating on the same hours and expected to deliver the same work in the same way as before.
Certainly, the growth of hybrid working post-pandemic has helped parents – as well as others – hugely. It has enabled them to better juggle childcare by being more flexible in how and where they work. Undoubtedly, it has helped some parents – particularly women – remain in the workplace who would otherwise have left, and in doing so, enabled our economy to retain talent that would have been lost. Research from Public First found that in 2025, 58.7% of women worked full-time, up from 56.5% just a few years prior. The change is most prominent in sectors embracing hybrid work, such as finance and insurance (75% to 83%), information and communication (79% to 83%), and other professional services (68% to 71%).
Acknowledge Employee Value and Provide Support
The challenging juggle of working parents is far from perfect. It begins with acknowledging the significant life change new parents experience and creating a supportive environment. Open dialogue plays a crucial role in this context. It is essential to have a conversation about how their life has changed since becoming a parent and what they need to be able to deliver their role effectively. Providing a safe space for employees to express their concerns and needs is paramount.
Leaders should be proactive in creating a culture where employees feel comfortable discussing the challenges they face as new parents. Acknowledging that their value to the company is not diminished by their new responsibilities is key to fostering a supportive atmosphere. This can lead to increased job satisfaction and productivity, as employees feel understood and supported by their employers. Moreover, regular interactions to discuss progress and any adjustments needed will reinforce the company’s commitment to the well-being of working parents.
Develop a Detailed Plan with Clear Guidelines and Follow-up Points
Developing a detailed plan with clear guidelines and follow-up points is vital for helping employees balance their roles and childcare obligations. This plan should outline how the employee can fulfill their job requirements while accommodating their responsibilities as a parent. For example, setting aside time for childcare drop-offs and pick-ups can help manage these dual roles effectively. Ensuring that the plan is communicated to all relevant parties prevents conflicting demands.
Communication is crucial in this process. All parties involved, including team members and supervisors, should be aware of the employee’s schedule and any related adjustments. This transparency helps in setting realistic expectations and avoids potential conflicts. Additionally, regular check-ins should be part of the plan to address any evolving needs or concerns. This approach not only helps in maintaining a balance but also demonstrates the company’s commitment to supporting its employees.
Regularly Check-in and Offer Support Resources
Regularly checking in with employees and offering support resources are essential steps for ensuring their well-being. Schedule dedicated conversations to ensure that employees manage their work-life balance effectively. This proactive approach helps in identifying any potential stressors or challenges they might be facing. Providing resources for mental health support and time management training can go a long way in preventing burnout and stress.
Organizations should be proactive in offering resources that help employees manage their well-being. Access to mental health support, whether through counseling services or stress management workshops, can be invaluable. Time management training can also help employees juggle their responsibilities more effectively. These resources should be easily accessible and communicated clearly to all employees. Moreover, creating a culture where seeking help is encouraged can lead to a healthier, more balanced workforce.
Provide Growth Opportunities and Facilitate Achievement
Ensuring that returning parents feel their career progress is ongoing is crucial for employee engagement and retention. Employers should provide opportunities for growth and development, making it clear that their career trajectory is not hindered by their parental responsibilities. Clear communication about their potential within the organization and the support available to achieve their goals is critical.
Leaders should make sure that the path ahead is well-defined and that employees understand how their ability to balance work and home life will be continuously assessed. This reassessment helps in providing the necessary adjustments to ensure they can reach their full potential. Encouraging professional development, offering training programs, and fostering a culture of continuous learning can significantly benefit both the employees and the organization.
Consult with Specialists
Becoming a parent is undeniably a life-changing experience. Suddenly, your priorities shift, and your child’s needs take precedence in your daily life. Despite the profound nature of this change, many employers still expect new parents to return to work and perform at the same level as before. After parental leave, with childcare arrangements in place, parents often go back to their usual work schedule, delivering the same output without any adjustments unless previously negotiated.
The rise of hybrid work after the pandemic has significantly benefited parents, offering more flexibility in managing childcare responsibilities. This flexibility has been particularly valuable for women, helping them remain in the workforce. Consequently, the economy retains talent that might otherwise have been lost. Research from Public First indicates that by 2025, 58.7% of women worked full-time, up from 56.5% a few years earlier. This shift is most noticeable in industries like finance and insurance (75% to 83%), information and communication (79% to 83%), and other professional services (68% to 71%).