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Becoming a parent is perhaps the biggest life change anyone will experience. The emotional demands that are suddenly expected of a parent with a newborn can be exhausting, and almost always some level of external support is required.

For years, organisations have shown a lack of support for employees returning to work from parental leave, expecting a seamless transition back to their best, most engaged and productive selves. This expectation has been and remains unrealistic and unfair.

When an employee has been away for six, nine, or twelve months, they aren't just picking up where they left off. They're re-entering an organisation that has evolved, while managing a completely new life at home. Yet 33% of businesses still don't tailor the return experience for those coming back from extended leave.

Today, it’s great to see more and more employers recognise the challenges faced by new parents by implementing policies, support structures and benefits designed to help their transition and allow individuals to balance their career and childcare.

In this article, we'll explore the considerable business benefits of implementing comprehensive support for new parents, before looking at six practical ways you can start.

The business impacts of enhancing support for new parents

Retention

Data from the Careers After Babies report reveals that 57% of working mothers leave their organisation within two years of giving birth, and that 79% of those who return to full-time roles leave due to an unsupportive environment.

Research comprehensively shows that the most effective way to minimise the number of new parents leaving is by providing high-quality childcare. When businesses provide childcare for employees, research has shown that employee absenteeism reduces by 30% and turnover falls by up to 60%.

Wellbeing

Parents returning to work from leave often report challenges to their mental health such as depression, an increase in stress and anxiety, and burnout. In fact, one recent report found that 65% of new parents experience burnout at some point following their return to work due to the new demands of having to balance childcare and their career.  

As employers, there are many ways you can improve the health and wellbeing of your people. For example, access to support services such as counselling, mindfulness training, time management and relaxation techniques have been shown to reduce stress by up to 28% and increase focus and productivity by up to 20%.

Productivity

The biggest threat to a returning parent's daily output isn't a lack of commitment; it is physical exhaustion and cognitive overload. You just have to look at the numbers:

- Research from University College London and RAND Europe shows that productivity losses from sleep deprivation cost the UK economy over £40 billion each year.

- 64% of working mothers report feeling completely overwhelmed by their responsibilities, and 66% report chronic burnout.

- 46% of all working parents say they are actively looking for employer-led programmes designed to reduce parental burnout and support family wellbeing.

Family benefits such as counselling, parental wellbeing and infant care have shown to be an incredibly valuable investment, with one study reporting an average 4:1 ROI through reduced recruitment costs, lower absenteeism and improved productivity.

Six actions employers can take to enhance support for returning parents in a meaningful way

1. Audit and expand your existing healthcare coverage

Firstly, look at what your current health insurance actually covers. Standard plans often leave significant gaps in maternity, paternity and infant care. Areas you might want to check or consider include:

- Mental health support for conditions like postnatal depression, burnout or stress

- Infant care support, such as access to vetted, high-quality childcare services

- Remote or hybrid working options

- Access to paediatricians

- Physical health programmes. Postpartum physical therapy (such as pelvic floor rehab) are often overlooked but can be massively beneficial

2. Prioritise maternal and paternal mental health

The statistics surrounding postpartum depression (PPD) and anxiety are staggering, affecting not just birth mothers but partners as well. Up to 1 in 5 women are reported to experience postpartum depression, and studies show that roughly 1 in 10 new fathers experience paternal postpartum depression as well.

Integrating mental health support into your wellness package can be essential in helping new parents manage adverse mental health conditions. This may include:

• Access to counsellors trained specifically in parental transitions, birth trauma, and postpartum mood disorders can make an enormous impact.
• Subscriptions to apps that offer guided meditation, sleep aids, and quick therapy check-ins tailored for busy parents.

3. Implement a "soft landing" return-to-work policy

The transition back to work after parental leave presents many challenges. In fact, many find managing the balance between work and parenthood unsustainable, with 57% of working mothers leaving their organisation within two years of giving birth.

To help ease the transition for parents, you could consider adding a phased return programme to your benefits policy. For example:

Weeks 1–4

50% hours

100% full pay

Weeks 5–8

75% hours

100% full pay

Week 9+

100% hours

100% full pay

This "soft landing" gives new parents the breathing room to establish childcare routines, manage sleep deprivation, and mentally re-engage with their work without it becoming overwhelming.

4. Provide practical, day-to-day support services

Wellbeing isn't just about healthcare; it’s about reducing daily stress. Practical benefits show your team that you understand their day-to-day challenges.

• Dedicated lactation spaces: If you have an office, a clean, private, comfortable wellness room (equipped with a fridge, sink, and comfortable seating) can make all the difference if feasible.
• Remote working: Flexible hybrid working models allow new parents to be at home when they need to be, reducing stresses over their child’s health, wellbeing and safety.

5. Promote an internal culture of support

You can have the most expensive benefits package in the world, but if your company culture penalises people for using it, it’s useless.

• Manager training: Up to 33% of businesses do not offer training for managers. Train your leadership team on how to manage parental leave transitions. Managers should know how to allocate workloads before a parent leaves and how to welcome them back without overwhelming them.
• Parent ERGs (Employee Resource Groups): Set up an internal community group where working parents can share advice and exchange recommendations. Knowing you aren't alone is one of the greatest wellbeing boosts an employer can provide.

6. Infant Care support with Fertifa

At Fertifa, we offer unlimited infant paediatric and parental wellbeing support and navigational advice throughout the first 12 months of an infant’s life, to ensure people have the right support, when they need it most.

Our patients have access to unlimited 1-2-1 chats and calls with the Fertifa clinical team, midwives, health visitors, and paediatric specialists for support and advice, and referrals to specialist care where needed.

If you would like to learn more, please get in touch by filling in the form below and a member of the team will get back to you.