@principal.name is returning from parental leave in the next month

As their manager, you play a very important role in their transition back to work. Here are 3 things you should do this week. 

Take these actions

• Connect with HR to learn about our policies and resources for returning parents (30 minutes)
• Schedule a meeting with @principal.preferredName to discuss their return to work plans (5-10 minutes)
• Create a flexible return plan with @principal.preferredName (30-60 minutes)

Why is this important?

Providing resources, flexibility and clear goals eases the transition of new parents back to work and increases their engagement with the company.

Connect with HR to learn about our policies and resources

Prior to your meeting with @principal.preferredName, connect with your HR rep to review our company policy and resources for returning parents.

Here is the most important information you need to share with the returning caregiver:

• “Our organization’s policy regarding flexible work schedules and workloads is [insert policy details].”
• If relevant: “We have a working parent Slack channel/email chain.”  
• If the caregiver is a returning mother, you can provide information about our lactation policy:

“We have lactation room(s) so that mothers can pump milk. The following areas [insert locations] have: [insert facilities].”  Note: Women who decide to express breast milk typically pump two to three times per an 8-hour work period. Pumping at work is a personal choice so be careful not to share your personal opinion; instead, offer up the resources.

Contact @principal.name

Reach out and set up a time to chat through their current return to work plans.  

Remember, they may not have a childcare arrangement in place just yet. Make it easier for them by suggesting a meeting via video conference or at a place convenient to them.

And, be sure to share your genuine excitement about them coming back to work!

Here is a sample email:

Hi @principal.name - I hope you and your family are doing well. We are thrilled to have you back soon. Maybe we can meet up for a coffee to plan during the next two weeks? I’m happy to swing by a place close to you. Alternatively, we can set up a video conference meeting in the next two weeks. Let me know what works best for you.  A few things we can chat about:  - A flexible schedule for the first few weeks of your return.  - The benefits and support our organization offers.      - An update on the team and some great projects we are working on.  - Any specific needs you may have.    I’m very much looking forward to catching up to ensure you are all set up and comfortable for when you return.  Best, 

2 weeks before: Create a “flexible return plan” together

The goal of this meeting is to make a caregiver feel welcome and to help them easily transition back into their work life. 

Along with creating the flexible return plan, you should:

• Let them know about the benefits and resources your organization offers.    
• Ask if there is anything you can do to make their return to work easier.
• Invite them to bring their baby to work before they officially return.
• If you can, connect them to other parents who just returned.

The degree of flexibility a caregiver wants is a very individual choice. You can outline the available options and let them decide.

Use the following template to guide the flexible return plan you will create together:

Start Day 

• We recommend starting on a Friday or Thursday or ending their first day early.

Working hours 

• We suggest setting your working hours from 10am - 4pm for the first month.

Important meetings 

• We suggest moving any team meetings to coincide with the working hours outlined above.  

Flexible work

• In the first month, some primary caregivers have taken 1 day of paid leave per week [note: this will depend on your organization’s policy]. In the first 3 months, some primary caregivers have worked from home 1 day per week [note: this will depend on your organization’s policy]. 

The work itself

• Focus on some small, manageable, quick-win projects to jump-start their work in a meaningful manner. 

During the day

• Let us know if you need to take a break or need time off during the day. 

Any other needs 

• Ask if there are any other specific needs the employee has to make returning to work easier for them.

Conversation topics to avoid

Body-related questions

It’s totally fine to ask for baby pics, but that’s about as personal as it should get.

Steer clear of possibly awkward topics. Don’t talk about the birth, the recovery, breastfeeding or anything body-related. If the caregiver wants to bring it up, they will.   

Assuming someone is struggling

No two parents are the same and not every baby experience is the same. Some parents anguish over coming back while others can’t wait to return.

It’s important to avoid questions that assume you know what someone is experiencing. 

Don’t ask: “Are you upset to leave your baby in childcare?”, or “Do you feel anxious about returning?” 

Frame any questions you ask in a more open-ended way, like: “How are you feeling now?”, or “How ready do you feel?”