In 2021, I embarked on one of life’s most incredible journeys: becoming a mother. This new chapter wasn’t just about cuddles and baby giggles; it was a profound shift in my identity, from an HR professional to a full-time mom. Gone were my days of strategizing over recruitment techniques. Instead, I found myself navigating the world of diapers and early morning wake-up calls. This transition reshaped my daily life, my priorities, and even my thought processes in ways I hadn't anticipated. 

Fast forward to September 2022, and it was time to dust off my professional hat and dive back into the workforce. This return, however, came with its share of anxieties and questions. How does one transition back to work after a significant pause? Can I still perform at my best in a professional setting? How do I balance being a dedicated parent with my career ambitions? 

The Reality of Re-Entering the Workforce 

Statistical data from Canada¹ highlights a common narrative: between 2012 and 2017, 2.3 million Canadians took parental leave. The vast majority, 83% of mothers, took a leave spanning 27 to 52 weeks. This data underscores a critical point - navigating the return-to-work post-parental leave is an experience that presents unique challenges and questions for many. 

The transition back to work isn’t just about logistics; it’s about managing the delicate balance between family commitments and professional responsibilities. Historically, research by Greenhaus and Beutell (1985)² outlined three core conflicts faced by working parents: 

1. A time conflict – a difficulty in allocating the necessary time to meet the demands of both spheres.
2. A strain conflict – a lack of energy to fulfill all roles.
3. A behavior conflict – an inability to adjust one's behaviors to the different roles.

These conflicts have repercussions (Chrétien and Létourneau, 2010)³ on employees' mental health (mood disorders, anxiety, stress, depression, burnout, etc.) and ultimately on organizations (job dissatisfaction, absenteeism, productivity, turnover, motivation and engagement, intention to quit, etc.). Faced with this reality, what can be done?

Embracing a Supportive and Inclusive Workplace 

Legally, employees returning from parental leave are entitled to their previous or a comparable position, with no loss in benefits or pay. This protection is crucial, not just for the well-being of the returning employee but as a standard for fair and ethical practice. 

At the organizational level, numerous measures can support work-family balance:

• Provide leaves (paid or unpaid) for family duties.
• Permit extending parental leave beyond the statutory maximum.
• Offer flexible work arrangements: part-time, job sharing, flextime, compressed work weeks, phased return, and telecommuting.
• Introduce family support initiatives: onsite childcare, childcare referral services, and support groups for working parents.
• Enhance health and well-being through programs like employee assistance, telemedicine, and stress management.

As carefully as a new hire is onboarded, a parent's return to work should be equally thoughtful. 

Initiating a discussion with the employee about their concerns and expectations regarding their dual role is essential. 

This conversation should occur before the return, helping to plan the transition, ease apprehensions, and identify suitable balancing measures tailored to the individual.

Continued dialogue and support are crucial in the initial days back. Considering the dynamic nature of workplaces, reintroducing the employee through tailored training, regular updates, and perhaps assigning a mentor for support can ease the transition. By maintaining open communication, you can provide ongoing support, address any challenges that arise, and adjust the initial work-life balance strategy as needed.

Towards an Inclusive Future 

Beyond individual support measures, fostering an inclusive work culture that recognizes and adapts to the diverse needs of its workforce is paramount. This means creating an environment where taking a day off for family reasons isn’t met with guilt but understood as a part of life’s ebb and flow. 

Returning to work after parental leave is a significant milestone, filled with its unique set of challenges and opportunities. By embracing supportive practices and fostering an inclusive culture, organizations can significantly ease this transition, benefiting both the returning employee and the workplace at large. After all, a happy and supported workforce is the cornerstone of any thriving organization. 

Charlotte


¹ Statistique Canada. (2017). Enquête sociale générale - Familles, 2017. https://www150.statcan.gc.ca/n1/pub/11-627-m/11-627-m2020048-fra.htm  

² Greenhaus, J.H. et Beutell, N.J. (1985). Sources of conflict between work and family roles. The Academy of Management Review, 10(1), 76-88. 

³ Chrétien, L. et Létounreau, I. (2010). La conciliation travail-famille : au-delà des mesures à offrir, une culture à mettre en place. Gestion, 35(3). 53-61. DOI 10.3917/riges.353.0053