Parental leave in focus: strategies for managers to provide optimal support
Last updated: 21. October 2026
Supporting employees during parental leave isn't only a question of compassion, but also a decisive measure for a company's long-term success. Positive support during this time can help strengthen employees' engagement and loyalty. Managers play a central role here, not only by providing information but also by offering an open ear and a supporting hand.
Before parental leave
Foster open communication
An open and trusting work environment is the key to employees feeling comfortable raising their pregnancy or their wish for parental leave early. Conversations about prospects and wishes after parental leave can't start early enough. This not only fosters transparency but also shows that employees' wellbeing comes first.
Inform about legal aspects
It's important to provide employees with comprehensive information about their rights and obligations during parental leave. This also includes explaining the legal provisions as well as internal company policies. This is often handled by the HR department. But a well-informed manager can also prepare better for the absence due to parental leave.
Planning the handover
Timely planning of the task handover is crucial. Managers should create a clear handover plan together with the employee. This way, it can be decided together who takes on the tasks during parental leave and how. This minimises uncertainty and fosters understanding across the whole team.
During parental leave
Regular conversation offers
To keep in touch, managers should regularly offer informal conversations. These check-ins aren't only a chance to share updates, but also an opportunity to maintain the bond with the employee and offer support.
Flexible return options
Managers should be open to flexible return models. This can include part-time work or remote-work options that allow employees to reintegrate into everyday work gradually. Such flexibility shows that the company takes its employees' individual needs seriously.
Involve them in the team
During parental leave, managers can keep their parental-leave employees in mind and invite them to all team activities. That way they stay part of the community and the team spirit is maintained.
After parental leave
Early return conversations
Return conversations at the latest 3 months before the planned return are an excellent way to ease the return. This provides room to define expectations and goals. A manager who proactively reaches out sends an important signal of appreciation.
Mentoring programs
Parents acquire valuable skills during their family time.
14 parenting skills for everyday working life
Role models in the company can help people become more aware of these skills and start again with confidence after the supposedly long parental leave. Managers who take on this role, or other mentors, can offer valuable support and also answer questions and act as a point of contact to ease the return.
Understanding in the first year
Anyone who thinks everything is as it was before after parental leave is greatly mistaken. The first year after parental leave in particular is challenging. Dependence on external childcare options and frequent illnesses leads to an everyday life without familiar routines and often the feeling of not doing justice to anyone. A manager who shows understanding and openness here is rewarded with gratitude and renewed efficiency.
Conclusion
Actively supporting employees during parental leave is an investment in the company's future. Managers who show themselves as partners in this special phase of life not only foster their employees' wellbeing but also strengthen the bond and engagement within the team. Managers play a decisive role when it comes to fostering a company culture that values the balance between work and family. Such changes help create a supportive and inclusive working environment in which all employees feel comfortable.
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