Emotional support & open communication
And the benefits of a mentor or buddy system
Many parents come back juggling excitement, anxiety, exhaustion, and uncertainty.
Your support during this time can shape their wellbeing and long-term relationship with your organisation.
That said, that you don’t need to launch a major initiative to support returning parents. Sometimes, the most powerful thing you can offer is someone saying: “I understand. Let’s figure it out together.”
New parents often face:
Guilt around leaving their child.
Anxiety over performance or childcare.
Sleep deprivation, affecting focus and mood.
Loss of confidence or sense of identity.
Overwhelm from juggling work and home life.
Acknowledging these feelings without judgement helps returners feel seen and supported. Avoid minimising their concerns. Instead, check in with a simple: “How are you finding things so far?”
Open, honest communication makes all the difference. Don’t wait for issues to be raised by creating space for regular, meaningful check-ins.
Listen fully, reflect back on what you’ve heard, and tailor your support to their individual needs and preferences.
Be clear about any changes to the role, team, or expectations. Some returners want to pick up where they left off, others need time to adjust – and both are valid.
Support shouldn't rely on someone asking for help. Consider offering:
Buddy or mentoring schemes to connect returners with peers (more on this shortly).
Parental networks for informal support and shared experiences.
Returner-specific development opportunities like coaching or training refreshers.
Access to wellbeing support (EAP, HR contacts, mental health champions).
Visible senior role models who balance work and parenthood.
Phased returns allow employees to gradually ease back into work, often improving confidence and reducing stress.
This might involve:
Reduced hours or fewer days initially
A lighter workload during early weeks
Ongoing check-ins to adjust the pace as needed.
A safe space to talk honestly.
Encouragement from someone who’s “been there”.
Help understanding changes in the business.
A confidence boost through empathy and shared experience.
Higher retention and engagement.
Stronger sense of inclusion and belonging.
Progress on gender equality and pay gap goals.
A reputation for being genuinely supportive.
A buddy scheme doesn’t need to be complex:
Train buddies in listening skills and boundaries.
Pair with intention, based on shared challenges or roles.
Keep it light but consistent, with regular check-ins.
Celebrate progress and small wins.
Ensure it complements, not replaces, manager support.
