Returning to work after a long absence can be a daunting prospect. After months of nursery rhymes, nappies, and little sleep, it’s normal for parents to feel anxious about returning to work. And it’s more than just a lifestyle change, often referred to as ‘baby brain’, many new mums experience general ‘fuzziness’ and forgetfulness, both of which can impact their work if they don’t get adequate support.
Having recently returned from maternity leave myself, I understand the worries that go through your mind in the lead up to your return date. Will I miss out on valuable bonding time with my baby? How much have I missed since I’ve been away? Can I still do my job? What is my job? Ok, the last one may be tongue in cheek, but these worries can be overwhelming. However, knowing you are returning to a supportive workplace makes all the difference.
And it’s not just the employee who benefits from receiving support. There are many business advantages such as increased employee loyalty and engagement, improved workplace moral, enhanced diversity, reduced absenteeism, and greater employee retention.
One company that has reaped these benefits is Vodafone. Upon returning from parental leave, Vodafone’s employees have the option to work a 30-hour week while still receiving full pay for the first six months. This gradual return allows them to adapt to their new routine without feeling overwhelmed. Its extensive parental leave policy has resulted in higher employee retention, greater satisfaction, and a more inclusive workplace culture.
Flexible work arrangements
Providing flexible working is one of the best ways you can help new parents return to work. Whether it’s flexible hours, remote working, or part-time work, being flexible allows new parents to balance their professional responsibilities with their personal ones, reducing stress and increasing job satisfaction. Employers should have open discussions with returning employees to understand their needs and tailor flexible work arrangements accordingly.
Phased return to work
Returning to full-time work can be a shock to the system - but a phased return can help employees ease back in. Many parents chose to utilise the annual leave they have accrued during their maternity leave to accommodate a phased return, but it’s important to discuss this with them prior to their return to establish a plan that works for everyone.
A phased return is more than just the hours worked, ensure that their workload is phased too. Don’t pile on a huge task list as soon as they return - give them a shorter list of some simpler tasks that can allow the employee to get used to being back at work.
Support with childcare
While it’s relatively common to find onsite childcare facilities in many offices in the US, we don’t often see this in the UK. And since the old workplace salary sacrifice scheme was replaced with the tax-free childcare initiative in 2018 - where parents apply themselves directly - employers are no longer obligated to play a role in helping employees with childcare costs.
But there are still ways that business can help employees with childcare and the associated costs. One way is by providing a return-to-work bonus. This shows the employee that you value them and can help parents manage the financial aspect of returning to work.
Providing information on the government schemes available and signposting parents to where they can apply can also be really helpful. Making this information easily accessible will remove that burden and reduce stress levels.
Mentoring support
The support from a mentor can be invaluable to returning parents. Pairing them with experienced mentors who have faced similar situations can offer essential guidance, support, and encouragement. These relationships foster a sense of connection and support, improving the wellbeing and job satisfaction of returning employees. Find out how you can implement a mentoring scheme in your business with our free comprehensive guide.
Training and development opportunities
Training and development opportunities can help returning employees reintegrate into the workplace and stay up to date with any changes that occurred during their absence. This will help them to regain their confidence and continue to grow in their careers. It’s important that employers ensure that returning employees have access to the same opportunities for career advancement and development as their colleagues, or they could open themselves up to discrimination claims.
Cultivate a supportive culture
If you want your employees to feel valued, engaged, and motivated on their return to work, it’s on you as employers to create a supportive culture. Offer additional one-to-one meetings to help them settle back in, encourage them to come to you if they have any questions or need support, and give them some time to adjust to their new work-life balance.
Not only is it the right thing to do, it’s also good business sense. A supportive workplace leads to higher employee satisfaction, increased retention, and improved productivity. Employers who prioritise the wellbeing of their employees will ultimately reap the rewards of a more engaged and motivated workforce.
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