According to ADC Consulting, over 50% of employees feel their employer does not sufficiently explain parental leave options or offer enough support during the period. Fortunately, small and mindful changes can make a big difference. Here are five practical tips every employer can implement today.

1. Offer Support Before Parental Leave Even Begins

Support starts not with the birth, but the moment your employee shares the news. A Willuwalk survey found that 54% of employees received no direct support before or after their parental leave. Many employees don’t know who to turn to or how their leave will impact their career.

How to help: Schedule a personal meeting to go over rights, expectations, and opportunities.
You should also ask how much they want to stay in contact during leave. One suggestion is to create a “Keep In Touch” plan to ensure clarity and comfort on both sides.

2. Create a Personal and Transparent Communication Plan

Every employee is different – and so are their communication preferences. One of the biggest sources of stress during parental leave is either complete silence or an overwhelming stream of work updates (ADC Consulting).

How to help: Ask whether they’d prefer a monthly email summary, occasional calls, or to join specific team events. Use Keeping In Touch (KIT) days for voluntary engagement – from team meetings to training sessions. According to Robert Walters, thoughtful communication can significantly reduce the risk of losing talent after leave.

3. Offer Flexible Return-to-Work Options

A sudden switch to full-time work can be overwhelming after leave. In her article Emily Smith notes that “ramp-down” (gradually reducing workload before leave) and “ramp-up” (easing back in afterward) can help boost both adaptability and performance.

How to help: For example, let employees work part-time for the first few months. You should also allow flexible hours, remote work, or hybrid setups when possible. These options show trust and reduce pressure during the transition.

4. Show Employees They’re Valued – Even While Away

Recognition goes a long way in maintaining employee morale. Employees who feel seen and appreciated during parental leave return more engaged and with higher motivation. Robert Walters emphasizes that simple gestures of recognition increase loyalty.

How to help: You could send a congratulatory card or small gift when the baby arrives, celebrate their achievements before leave or Invite them to pre- and post-leave feedback conversations. Use tools like 360-degree feedback to make them feel secure in their value and contributions.

5. Be Flexible and Understanding After the Return

Returning to work is rarely smooth, and family life often remains unpredictable. A Willuwalk study showed that only 56% return to the same job, while over 20% begin job hunting soon after returning. This is often due to a lack of empathy or flexibility from the employer.

How to help: Offer adjustable working hours, remote work, or temporary workload reductions. Be open to pauses and flexibility as family life stabilizes. Show that your organization adapts to the employee’s new reality, not the other way around.

Parental leave doesn’t mark the end of an employee’s contribution – it’s an opportunity to deepen trust and reinforce company culture. When organizations provide clarity, empathy, and flexibility, employees can focus on what matters most without feeling sidelined. In return you get a smoother return rate, teamwork is stronger and employee loyalty is longer lasting.