Supporting Returners: How HR Can Champion Work-Life Balance After Parental Leave
When I wrote about what work-life balance really looks like after maternity leave, I shared it from the perspective of someone who’s been through it — the blurry mornings, the guilt, the small wins, the slow rebalancing.
But I’ve also been on the other side of that experience: the HR partner, the person crafting policies, guiding managers, and doing the behind-the-scenes work that shapes how someone returns to work.
And here’s the thing I know for sure: the return to work after parental leave isn’t just personal — it’s cultural. And we, in HR, play a huge role in shaping that culture.
The Return Is a Transition, Not a Switch
I’ve seen it happen so many times — someone comes back from leave and is expected to pick up exactly where they left off. But everything has changed. Their world has shifted. They’ve grown into a whole new identity.
What I’ve learned is that reboarding matters just as much as onboarding. We get to:
Encourage phased returns that are truly flexible
Prepare managers for the emotional side of re-entry
Create space for open, non-performative check-ins
Because returning to work isn’t just logistical. It’s deeply human.
Policies Don’t Equal Culture
Many of us have helped design parental leave policies we’re proud of. But I’ve also learned that policies don’t mean much if people are scared to use them.
A generous offer doesn’t fix a culture where:
Leaders subtly reward those who “power through”
Flexible working is seen as a favour, not a norm
Returners feel like they have to prove themselves all over again
If people don’t feel safe to show up as they are — tired, changed, hopeful — we’re not really supporting them. We’re just ticking boxes.
Managers Need (and Deserve) Support Too
I’ve coached so many well-meaning managers who say things like, “I just don’t want to say the wrong thing.” Or “I’m not sure how to help without overstepping.”
And honestly, I get it. Most of us aren’t trained in how to support someone through a life-changing transition like parenthood.
That’s why I believe HR should offer:
Practical toolkits for return-to-work conversations
Re-onboarding guides that cover both task and tone
Coaching for managers who want to lead with empathy
When managers feel equipped, returners feel seen.
Returners Are Experts — So Let’s Listen to Them
If we want to design better experiences, we have to listen. Not just in exit interviews or anonymous surveys, but in real, relational ways.
Ask returners:
What helped you feel grounded in your return?
What felt missing or rushed?
What advice would you give someone in your shoes?
Some of the most impactful HR changes I’ve been part of started with a single, honest conversation with a returning parent. We just have to ask.
A Final Thought
Supporting someone’s return from parental leave isn’t just about compassion — it’s about retention, inclusion, and long-term performance. It’s about making your workplace somewhere people want to stay, grow, and give their best.
And if you’re reading this as an HR leader, I want to say: the work you do matters. The quiet conversations, the brave policy changes, the way you advocate behind closed doors — it makes a difference.
You don’t have to be perfect. But you can be present. And that’s where real change begins.
At Nest & Next, I help HR teams and parents navigate parental leave transitions with more confidence, clarity, and care.
If you’re looking for resources or return-to-work coaching support for your organisation, I’d love to chat. Learn more here.