Why Companies Should Prioritise Supportive Policies for New Parents?

Returning to work after parental leave can be a challenging transition for new parents. Going back to work after having a baby involves balancing new responsibilities, dealing with physical and emotional changes, and adapting to a new routine. Employers play a crucial role in making this transition a bit easier by providing the right support and resources.

Key Challenges Faced by Returning Employees

• Career Impact: Approximately 30% of women never return to work after maternity leave, often due to difficulties in balancing work and family responsibilities.

• Career Breaks: About 25% of women experience career interruptions due to maternity leave, either exiting the workforce entirely or taking extended breaks.

• Settle for Less: Women returning to work often have to settle for lower-level positions and pay cuts, with 20% reporting a decrease in salary or responsibilities compared to their pre-maternity roles.

• Discontinue Breastfeeding: 33% of working mothers discontinue breastfeeding earlier than desired due to inadequate workplace facilities. 

Motherhood Penalty

Our recent nationwide survey at HappiNest among postpartum mothers echoes these findings, revealing that 30% of mothers who were employed during pregnancy ended up leaving their jobs after becoming mothers. Among those who returned to work, a substantial 81% found the transition challenging due to various reasons. Moreover, 27% of women who returned felt unsupported or faced bias at their workplaces, emphasising the need for more inclusive policies and better support for returning mothers. There is also a noticeable correlation between the difficulty of returning to work and poor maternal mental health. 

Not only mothers but new fathers also face challenges at work post-fatherhood. Modern fathers are increasingly involved in childcare, yet many workplaces still do not fully support this shift. As a result, fathers may struggle to balance work and family responsibilities and often lack access to the supportive arrangements at workplace. 

Request the full survey report to delve deeper into these insights and explore ways to improve support for returning employees.

Strategies for Supporting Employees Returning to Work

1. Flexible Working Arrangements: Offer options such as flexible hours, remote work, and part-time schedules to help employees balance their new responsibilities at home and work. This should apply equally to both mothers and fathers.

2. Dedicated Feeding/Pumping Rooms: Provide clean, private, and accessible spaces for breastfeeding or pumping. Ensuring these rooms are well-equipped and comfortable can help mothers continue breastfeeding while at work.

3. Parental Leave Policies: Review and enhance parental leave policies to support both mothers and fathers. Ensure that leave options are inclusive and provide adequate time for adjustment.

4. Mental Health Support: Implement resources such as counseling services and Employee Assistance Programs (EAPs) to support mental health during this transition. Regular check-ins with employees can help identify any challenges they may be facing.

5. Clear Communication and Planning: Establish a return-to-work plan in advance. Discuss and agree on expectations, workload, and any necessary accommodations with the returning employee before they come back.

6. Peer Support Networks: Create support groups or networks for new parents, including both mothers and fathers, within the workplace. These can provide emotional support, practical advice, and a sense of community.

7. Gradual Transition: Consider a phased return to work, where employees gradually increase their hours over a few weeks to ease back into their roles. This approach benefits both mothers and fathers.

8. Support for Fathers: Recognize and accommodate the evolving roles of fathers in the workplace. Offer resources and support for fathers balancing work with increased family responsibilities, and ensure they have access to parental leave and flexibility.

Why Companies Should Invest in Supportive Policies and Programs for New Parents

Investing in supportive policies for new parents is more than just a good practice—it's a strategic advantage. It not only fosters a healthier, more productive, and inclusive workplace but also leads to significant cost savings for the company. Reducing employee turnover, which can cost up to 200% of an employee’s annual salary to replace, results in substantial financial savings. Additionally, retaining experienced employees boosts productivity, as new hires often produce up to 60% less initially while they catch up. Companies with strong parental leave policies also see up to 25% fewer new parents leaving their jobs. This investment supports employees and strengthens the company's long-term success.

Ready to see the benefits for yourself? Schedule a call with us today to explore how our parental support program can transform your workplace.

Conclusion

Supporting employees as they return to work after maternity leave is crucial for their well-being and the overall success of the organization. By providing flexible working arrangements, dedicated breastfeeding facilities, mental health support, and recognizing the needs of both mothers and fathers, employers can help new parents navigate this transition more smoothly. A comprehensive, inclusive approach not only enhances employee satisfaction but also contributes to a healthier, more productive workplace.

We understand the challenges new parents face when returning to work, and we’re here to help. HappiNest offers a dedicated Maternity & Work Transition Program designed to support new mothers and fathers as they transition back to their roles. Explore the details to learn more, or schedule a call to learn how we can assist your organization in creating a more inclusive and supportive workplace.