Familiarisation with policies
Training your managers on parental policies and procedures
Fewer compliance risks.
Better planning and support.
More confident conversations with returners.
Having a policy is one thing, but what matters most is that managers follow through in practice.
Up to 52 weeks. Right to return to the same role if leave is 26 weeks or less. After that, the role must be the same or a suitable alternative.
Extended in April 2024. Covers pregnancy and 18 months after birth or adoption. Priority must be given when offering suitable alternative roles.
Up to 50 weeks shared between parents. Caregiving responsibilities may be shared.
Up to 18 weeks per child (up to age 18). Usually taken in blocks with notice rules.
Must be carried out during pregnancy and after return if needed.
Includes safeguarding against discrimination or unfair treatment.
When an employee returns from maternity leave, they have the right to return to the same job or one that is equivalent in terms of duties, pay, and status.
Managers also need to be aware of their responsibility to consult if a role has changed. Failing to do this could result in a legal claim.
If the returning parent has a disability or ongoing health condition, reasonable adjustments must be considered.
It’s easy for returning parents to be overlooked for opportunities. Sometimes this happens out of misplaced concern, but it often leads to frustration or attrition.
Avoid assumptions about ambition or energy levels.
Include returners in conversations about upcoming projects or stretch roles.
Offer training or development opportunities to support re-engagement.
Managers must ensure there is suitable support in place. This includes:
Providing a clean, private space (not a toilet) where employees can rest or express milk.
Giving access to a fridge for milk storage.
Allowing flexible breaks for expressing or breastfeeding.
Respecting privacy and promoting dignity at work.
Good training includes:
Clear examples of what good support looks like
A mix of delivery formats, such as e-learning, coaching, and live workshops
Space for peer discussion and learning from others
Updates when laws or internal policies change
Managers don’t need to have all the answers, but they do need access to the right tools, resources, and support to get things right!
