How Line Managers Can Support Parents Returning to Work

Returning to work after parental leave can be daunting. Parents have been managing sleepless nights, toddler negotiations and the constant juggle of family responsibilities, while the workplace has moved on – new projects, updated processes and shifts in team dynamics.

Whether someone is returning after their first child or has been balancing work and family life for some time, line managers play a crucial role in ensuring a smooth transition. Feedback from the Skills 4 Online Returner Programme consistently highlights that it is the approach of their line manager, more than any policy, that determines how confident employees feel when they return to work.

Policies set the framework, but it’s the everyday interactions between managers and employees that make the real difference.

Communication

One of the most valuable things a manager can do is maintain open lines of communication before, during and after parental leave. Sharing updates about company developments, upcoming projects, or team changes helps returning employees feel informed and valued. A simple check-in email or call can make them feel connected, reduce anxiety and signal that their presence and contributions are anticipated.

Flexibility

Modern workplaces increasingly recognise that flexibility benefits both employees and employers. Allowing part-time schedules, flexible hours and home or hybrid working can help parents balance work and childcare commitments. Flexibility shouldn’t be framed as a concession, but as a strategic tool to retain talent and boost engagement. Clear guidelines and consistent policies around flexible working ensure fairness and clarity for all team members.

Planning

A phased return can make a huge difference. Managers can support employees by gradually increasing responsibilities, offering refresher training, or assigning a mentor to help navigate any procedural changes. This structured approach reduces stress and helps returners regain confidence in their role without feeling overwhelmed.

Here are some practical tips on how managers can facilitate a smooth transition:

On the First Day Back

• Meet them outside or take them for coffee before heading into work together.
• Introduce them to any new team members.
• Share a simple plan for their first few days, with clear priorities.
• Introduce them and arrange handover time with the person who covered their role.
• Focus on making the day positive, avoid ‘death-by-paperwork’.
• Check in before they leave to see how their first day went.

One Week On

• Establish a weekly catch-up (in person or virtual) to review what’s working well and raise any issues so they can be addressed early.

Within the First Month

• Schedule a career conversation. Many returners report feeling at their most productive, ambitious and motivated during this period. Use this time to discuss aspirations and build an action plan to help get them there.

Three Months On – a great time to review how things are going:

• Review their overall experience.
• Explore whether they could share their story internally, via a blog post, Yammer, Teams announcement etc. This could help improve processes for other returners.
• Revisit their development plan and upcoming opportunities.

By fostering an environment of trust and support, managers can make the transition back to work a positive experience that sets employees up for long-term success. Returning from parental leave is more than a personal milestone – it’s a chance for organisations to unlock fresh skills, renewed energy and greater engagement.

A well-planned return doesn’t just ease the adjustment; it ensures employees can contribute at their best, strengthening both performance and retention across the business.

We’re proud to be re-launching our Online Returners Programme, designed to equip parents with practical strategies, renewed confidence and the tools to thrive at work and at home. Offering access to this programme is a clear way for organisations to show their commitment to supporting and retaining talent. Contact us today at info@skills4uk.com to find out more.