Welcoming a new baby into the world is a remarkable, life-changing event for your employees. However, it also brings a unique set of challenges, especially when it comes to balancing professional duties with the demands of parenthood.
As an employer, the way you support your staff as they transition back into the world of work can have a huge impact on their wellbeing, job satisfaction, and long-term loyalty to your company. Here’s how you can help team members thrive both in their careers and at home.
The impact of parenthood on careers and retention
Returning to work after having a baby can be daunting, but for most parents it is a necessity in order to continue providing for their families. In the UK, 70% of mothers and 92% of fathers with dependent children are in employment. However, many parents face challenges that can directly affect their ability to stay in work long term.
Career progression is one of the most significant issues, particularly for women. The number of female managers drops by 32% after having a baby, and 44% are forced into lesser-skilled administrative roles. This often results in lower income and long-term career setbacks, with some women taking more than 10 years for their careers to recover.
Research by the Fawcett Society and Totaljobs found that over a quarter of working mothers’ careers stall after having a baby, compared to 21% of working fathers. When parents feel overlooked for development opportunities, excluded from key projects, or sidelined after parental leave, disengagement and attrition become more likely.
A lack of employer support also contributes to parents leaving the workforce altogether.
85% of women leave the full-time workforce within 3 years of having their first child, and 19% leave work completely because businesses aren’t offering the flexibility needed.” – Careers After Babies
For employers, this loss of experienced talent has a direct impact on continuity, productivity and recruitment costs.
Flexible working as a retention driver
Flexible working is consistently one of the most important factors for working parents, yet only 31% currently have access to flexible arrangements. From managing nursery drop-offs and pick-ups to attending emergency appointments, flexibility enables parents to balance work with family responsibilities more effectively.
In the UK, employees returning from maternity leave have a legal right to request flexible working if they have been with their employer for at least 26 weeks. Options include reduced hours, compressed working weeks, remote working or staggered hours. Employers can only reject requests for permitted business reasons.
Beyond compliance, flexible working offers clear retention benefits. It allows parents to manage workloads more effectively, reducing stress and burnout. It can also reduce absenteeism, as parents are better able to manage their own health or their child’s needs without taking time off.
Offering flexibility improves job satisfaction and morale, helping employers retain experienced staff and attract new talent. In addition, organisations may benefit from lower overheads due to reduced office space requirements.
Despite these benefits, many parents feel uncomfortable requesting flexibility.
“38% of women state they feel uncomfortable approaching their line manager about flexible working.”
Creating a culture where flexibility is normalised and openly discussed is key to long-term retention.
Inclusion, visibility and workplace culture
Retention is closely linked to how included and valued parents feel after returning to work. Research shows that 41% of mothers feel isolated or disconnected from their colleagues after returning from parental leave. This sense of exclusion can erode confidence and engagement over time.
Employers should ensure parents are kept informed while on leave through Keeping In Touch days, email updates or virtual calls. Reintroducing parents to projects and team developments before their return can help rebuild confidence and maintain momentum.
Inclusion also means ensuring parents are not excluded from meetings, development opportunities, networking events or informal social activities. Feeling overlooked or invisible can contribute to stalled careers and increased attrition.
An open, supportive culture where parents feel comfortable raising concerns is essential. Regular check-ins with managers can help identify issues early and demonstrate that parents are valued members of the team.
Supporting parents through life’s challenges
Retention is also influenced by how employers respond to the broader realities of parenting. Sleep deprivation, childcare disruptions, sickness and school holidays can all affect performance and wellbeing.
Almost two thirds of parents with babies under one year old say their baby sleeps for less than four hours at a time, which can impact concentration, emotional resilience and decision-making. Encouraging regular breaks and offering additional support where health and safety could be affected is essential.
Employers should also be sensitive to fertility issues, miscarriage and baby loss. An empathetic approach, appropriate bereavement leave and flexibility during difficult periods help build trust and psychological safety.
Supporting parents through these challenges reinforces a culture of care and understanding, which in turn supports long-term loyalty.
“Two-thirds of women don’t feel comfortable talking about their mental health in the workplace” – Deloitte
Find out about Anya’s parenting support
Promoting resources and long-term support
Many parents are unaware of the support available to them. Employers should proactively share information about government-funded aid such as child benefit, universal credit, tax-free childcare schemes and vouchers.
Clear communication around company benefits is equally important. This includes maternity and paternity pay, flexible working policies, wellbeing initiatives and any health or insurance plans available before, during and after parental leave.
Providing access to digital parenting support can also help bridge gaps between workplace policies and day-to-day realities.
Final thoughts
Supporting working parents is not a short-term adjustment or a “nice to have”. It is a strategic investment in retention, inclusion and workplace culture. Employers that acknowledge the challenges parents face and respond with flexibility, empathy and inclusive practices are better positioned to retain experienced talent and build sustainable teams. Alongside internal policies and leadership commitment, solutions such as Anya can help employers provide consistent, accessible support, reinforcing a culture where working parents feel valued and supported at every stage.