Review the return to work experience
Returning to work after having a baby is a sizeable life event and it’s a vital time to show the type of employer that you are. If you get it right then the returns in employee engagement and retention are tangible. Making this transition positive also benefits the wellbeing of the babies and young children in your employee’s care, building a better future for us all.
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1. Understand that returning to work is a critical piece of retaining great talent
When someone is heading off on parental leave we are constantly reminded, but when people return it can feel quite sudden and we can assume that it will be easy to ‘slot back in’.
Extended time away from the office can knock confidence for any employee and the very specific shift from ‘parent’ to ‘working parent’ can feel like a huge transition. Keep this in mind, and make sure any returner feels welcomed back and able to talk about the new challenges that they might be navigating.
Returning to work is both about navigating new logistics, but also realising a new identity too.
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2. Think about the practicalities
Navigating childcare arrangements is a huge part of returning to work. The logistics and financial implications both add stress.
Think about how you can be more flexible, especially in the early weeks when children may require settling in and new routines take shape. It’s also almost guaranteed that a child will get sick during this phase, so think about offering back-up care or a phased return to work.
NatWest offer the opportunity to request ‘phase back’ for up to twelve weeks after maternity leave to allow parents to ramp up to their preferred work pattern whilst being paid in full,
Be creative and remember everyone’s experience of returning to work will be different. A more innovative way of supporting parents is being trialed by various businesses where employees are paid in full for 80% of the hours (see the case study below), but there are various iterations of this that might work for your organisation.
It’s also vital that you have a designated, comfortable space for new mums who wish to breastfeed.
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3. Ensure support is easy to access
Mentoring and coaching has been shown to be highly effective at supporting women and men returning after time away from work. For large organisations, having a formal programme in place can really ensure this is scaled effectively. For smaller businesses this might be more informal, but it is no less important.
Mental health support is also important at this time and make sure you are able to provide benefits (e.g. EAP), or signpost to what is available for free elsewhere.
It is vital to provide good leadership during this phase, recognising and vocalising the importance of physical and emotional wellbeing. Find role models within the organisation who can lead by example and share their stories.
Case study: Vodafone
Vodafone UK allows new parents to return to work for 80% of their hours, at 100% of their pay, benefits and holiday, for the first six months following family-related leave.
Returning to work after a baby is another huge life shift. Vodafone’s research revealed that three in four (77%) parents report feeling ‘burnt out’ following their return to work. As a result, almost all parents (98%) back flexible working due to its benefits around better work-life balance and mental wellbeing.
Vodafone introduced the 80/20 policy in Spring 2025 and more companies are set to follow.
Why this matters
By providing support and resources, alongside flexibility and choice, employers will not only be boosting the wellbeing and productivity of their colleagues, they will also be contributing to a society which is better positioned to take on the challenges of the future.
Support working parents and caregiversRelated actions
