Return after parental leave: how you as an employer make the difference
Last updated: 21. October 2026
Parental leave is coming to an end, the first day back is near. For many employees, it's a moment full of mixed feelings: looking forward to colleagues and their own tasks, and at the same time uncertainty about whether everything is still right. Whether the position is still there. Whether the company really waited for them.
How this moment is experienced often determines whether someone stays or soon moves on.
The key points at a glance
- The return after parental leave is a critical moment for long-term retention for many employees
- Good support doesn't start on the last day of parental leave, but already during the absence
- Legally, employees return to an equivalent position
- Flexible models like bridge part-time make the return easier
- Companies that structure the return lose significantly fewer skilled workers
Contents:
What employers need to know legally
Those who come back after parental leave are entitled to an equivalent position in the company. That means: the same level, the same responsibility, the same pay structure. It doesn't have to be the exact same desk or the exact same project, but a step backwards is ruled out.
The employment relationship was dormant during parental leave; it now continues with all rights and obligations. Those who worked full-time before parental leave initially return to full-time, unless there's a new agreement.
Part-time after parental leave:
Under the Part-Time and Fixed-Term Employment Act (§ 8 TzBfG & § 9a TzBfG), employees can register a request for part-time work. In companies with more than 15 employees, the employer can only refuse this request for operational reasons. For fixed-term bridge part-time, the entitlement applies in companies with, as a rule, more than 45 employees.
Why the return is so decisive
Studies show: those who experience the return as smooth and appreciative develop a significantly stronger emotional bond with the company. Those who, by contrast, feel left alone often look for a new position within the first six months after returning.
For HR teams this means: the return isn't an administrative process. It's a moment of retention.
How to actively shape the return
Stay in touch during parental leave
Those who come back after a year or more and feel that the company carried on without them just fine quickly feel replaceable. It doesn't have to be that way.
Regular, non-binding touchpoints, for example a short birthday message, an invitation to the Christmas party or an optional check-in conversation after six months, keep the connection alive.
This is exactly what heyGuidetakes care of: the digital assistant automatically reminds managers of the right touchpoints, without HR having to act every time.
Prepare the return conversation
A structured conversation should take place three to six months before the end of parental leave. What has changed in the company? Which model is realistic for both sides? How much onboarding time is planned?
heyGuide supports this Managers with conversation guides and checklists made exactly for these conversations.
Take onboarding seriously
Those who come back after twelve or more months have to reorient themselves. Software has changed, teams too. Those who plan a realistic onboarding phase here show respect and prevent frustration.
Offer flexible models
Remote work, adjusted shift times, part-time with the option of full-time. Flexibility in the first weeks after the return makes a measurable difference.
What happens if the return goes badly?
The skills shortage makes clear what it costs to lose a qualified person. Recruiting, onboarding, loss of productivity during the transition. Estimates assume that losing a skilled worker can cost a company between 30,000 and 150,000 euros, depending on the position.
At the same time: an employer known for supporting returners well attracts skilled workers. That's not a soft promise, that's a competitive advantage.
Conclusion
The return after parental leave needs planning, conversations and a company that actively signals: you are needed, and you are welcome.
Over 200 supported parental leaves show what makes a successful return. heyGuide supports your company in shaping this process in a structured and relieving way. Book a free demo call .
If you'd like to keep being kept up to date on current events in the world with a focus on companies, feel free to subscribe to our Newsletter!
Feel free to share this post with others:
