5 ways to support new parents returning to work (and why you should)

As new parents return to work, there’s a lot that a business can do to help them adjust – and there are benefits to employers in doing so. A business that’s family friendly and has flexible working arrangements is hugely appealing for employees.

There’s more to parent-friendly policies than simply reducing their hours, though. Here we look at what parents want, why supporting them is the smart thing to do, and how to make it happen.

Employees’ priorities are changing, and work-life balance has become more important than ever. That’s why offering flexibility and support is key to retaining staff.

The research shows that almost half (47%) of employees felt overwhelmed about juggling work and being a parent. And 39% of employees felt anxious that they wouldn’t be able to do their job properly. If organisations ignore the need to support parents or carers at this often- overwhelming time, they risk losing staff.

The support most desired by returning parents includes:

1. 1.

   Flexible working hours or days, including going part time from full time (49%)

2. 2.

   A phased return to work, for example, starting with a reduce workload and/or hours and slowly returning to normal (45%)

3. 3.

   Being allowed to work from home (27%)

4. 4.

   Flexibility around when they can take parental leave (26%)

5. 5.

   A private space to express milk and/or breastfeed (26%)

“Supporting parents with their return to work is not just the right thing to do, it’s the smart thing to do,” says Justine Alter, psychologist and co-director of Transitioning Well, an agency that specialises in supporting management and employees to navigate major transitions in their work lives.

“Put simply, if you don’t support parents, you will lose them,” she says.

“Many people aren't prepared to put up with a bad manager or inflexible working hours anymore. They'll resign and work for an organisation that does offer that.”

Work-life balance is a top driver for changing jobs, along with money and career progression. And Transitioning Well knows that many parents and carers consider leaving their job in the first year after returning from parental leave, as they navigate the challenges that come with combining their job with caring for children.

“Employees want to know that there’s a culture of support for them. That could mean flexibility, it could mean clear pathways to promotion, or it could be something else entirely. It’s going to be different for everyone. What remains the same is that need for a culture of support. And organisations that don’t offer that, that don’t support parents, won’t attract or retain the best talent.”

So, how can businesses put support into action? There are plenty of practical ways that businesses can help parents. Alter suggests the following:

If your budget permits, getting external advice on parental leave will help you navigate the practical and emotional elements of the transition. Even for employees who are keen to get back to work, leaving their child in childcare is often an emotional time.

⁠If you can’t use coaching, building consistent leadership is really important so employees don’t have to rely on “the boss lottery”, Alter says. “You want people to feel comfortable that whoever their manager will be, that they will have a positive experience and be supported.”

Often, managers and employees aren’t aware of the resources and support available to them, Alter says. ⁠“With the best intentions, lots of companies have great policies that just end up sitting on the shelf or the intranet. 

Make sure policies are kept up to date with new legislation and are well implemented and communicated.” Consider having a process in place that takes effect from the day a staff member advises that they need to take parental leave.

Traditionally, businesses have supported the parent taking primary carer’s leave, but remember that all parents need support. Fathers are increasingly taking primary carer’s leave.

“Workplaces need to encourage both parents to take leave and support them with parental leave coaching, especially dads,” explains Alter. "We know that dads taking leave, or working part time to share care of the children, can have really positive mental health impacts for both dad and mum."

Pregnancy and birth aren’t always smooth sailing, and it’s important that workplaces have supports set up to manage situations such as early delivery, miscarriages, still births and perinatal mental health. Being prepared allows for a business to respond more appropriately in these situations.  ⁠“Opening those conversations with your people shows a true sense of care and consciousness, as opposed to just handing them the parental leave policy,” Alter says.

Long gone are the days of breastfeeding mums expressing in the lunchroom or toilets, says Alter.

“By law, employers must make reasonable attempts to meet an employee’s breastfeeding needs.” ⁠ ⁠It’s more than just the legalities, though.

“When employers support their workers to breastfeed, the benefits can include increased staff retention, reduced costs, improved staff satisfaction and morale, and reduced sick leave and absenteeism.” ⁠ ⁠

Those who need to breastfeed or express at work need some practical things such as a clean private area with a comfortable chair, a fridge, wash basin, and adequate break time. “If people do need to express at work, make sure that you're respectful of that, and that they feel comfortable that they can do that.” ⁠ 

⁠If you need advice on whether your breastfeeding facilities are up to scratch, you can contact the New Zealand Breastfeeding Alliance, which helps organisations to create breastfeeding friendly workplaces.

Not every business can easily manage reduced employee hours, and providing flexibility can be challenging, especially for small businesses.

If an employee wishes to reduce their hours or capacity, employers can consider:

• Organising job-share arrangement.

• Allowing staff to swap days or hours to accommodate each other

• Organising temp or contract employees to assist during a period that requires flexibility for a parent retuning to work

"It's one thing to offer flexible and part-time work, but quite another to offer supports for these arrangements," says Alter.

"If you’ve got a dad who’s moving to four days a week after working five, for instance, think about what that means for his workload. What adjustments are you making for him and his team? How are you setting him up to achieve the outcomes he needs to achieve? How are you allowing him the space to support his ongoing development? How are you going to empower him so that he's thriving at four days, rather than surviving?" 

"So often we see people trying to cram five days of work into four," Alter says. "And that’s not always sustainable. Yes, sometimes there are efficiencies that can be achieved, but make sure you keep the door open to making adjustments as needed."

When it comes to flexibility, Alter suggests reflecting on how you offer flexibility across your organisation. “Flexibility is great for parents, but it’s not just for parents," says Alter. "And when it is only offered to parents, that can be a breeding ground for resentment." 

Offering organisation-wide flexibility practices – and modelling flexibility at a leadership level – can be great for your entire workforce, Alter says.

"Yes, you might have people logging off at 3pm to do school pickup and then logging on later. You may also have people who are caring for elderly parents and needing to take them to appointments." 

"The need for flexibility presents at all stages of life. By communicating the needs of the business and moving towards being outcome focused, you develop a trust in your people and a two-way relationship when it comes to flexibility. This dual relationship often means people will give back to the company tenfold if they are supported in their needs, all while recognising the needs of the business."

Once again, Alter urges, having the right supports are crucial at this time. “Make sure your employees are clear on those non-negotiables – for example, a weekly anchor day where everyone needs to come in."

"It’s also important to make sure your people are supported to work flexibly. Don’t just assume that it’s working for everyone." Alter suggesting having regular one-on-one check-ins, asking your people how it’s going, and discussing what’s working and what’s not, and being prepared to try something new.

 “If you’re unsure something is going to work, test it over three months, and commit to revisiting it,” Alter says.

Encouraging all parents to take the parental leave they need and providing practical support when they return is good for your employees and your business. Having clear policies, seeking external advice and being clear about the support you can provide all play an important role.

A business is much more likely to thrive when its employees are happy and feel satisfied in their roles – their job is no longer just any job, it becomes something they really care about.

Source: Independent research conducted by Nature of behalf of SEEK, interviewing 4,000 New Zealanders annually. Published November 2024.