Return to work: best practice tips for organizations

Implementing best practice return-to-work policies for employees returning after parental leave involves several key strategies to ensure a smooth transition and continued support. Here are six things to consider to really support your team members returning to work after parental leave.???

1. Communication Strategies?

Clear and empathetic communication is essential throughout the leave and return-to-work process. Before leave, managers should discuss their employee's needs, outline leave policies, and establish a plan for maintaining contact. During leave, periodic check-ins can help your employee feel connected and informed about workplace developments without feeling pressured. As the return date approaches, clear communication about expectations, available support, and any necessary accommodations is crucial. After the employee returns, ongoing dialogue helps address any concerns and facilitates a smoother reintegration.??

2. Customized Return-to-Work Plans?

Individualized return-to-work plans are vital for addressing the unique needs and circumstances of each employee. These plans should be tailored to each employee's personal and professional situation. The Circle In template can include a phased return schedule, flexible working options, clear job expectations, and necessary accommodations. Regular check-ins and feedback sessions can help adjust the plan as needed.???

3. Training and Support for Managers?

Supporting managers in effectively managing employees returning from parental leave is crucial, especially when it comes to empathetic communication, performance management, and accommodation strategies. Managers also need to understand the legal aspects involved and how to address potential challenges that may arise during the reintegration process. Providing resources and tools for managing workload distribution and setting realistic expectations can also help managers maintain team productivity while supporting returning employees.???

4. Employee Support Services?

Transitioning back to work after parental leave can be challenging, and having access to support services can make a significant difference. Employee assistance programs (EAPs) offer confidential counseling and resources for personal and professional issues. Mental health resources, such as therapy or stress management workshops, can also help employees cope with the transition. Childcare assistance programs can alleviate the stress of balancing work and family responsibilities.??

5. Creating a Welcoming and Inclusive Workplace?

Fostering a culture of inclusion and support for returning employees is critical for their successful reintegration. As an organization, try and address potential biases or stigma associated with extended leave by promoting open dialogue and educating staff on the value of diversity and inclusion. Creating a welcoming environment involves recognizing and celebrating the contributions of all employees, regardless of their leave history. Implementing buddy systems or mentorship programs can provide returning employees with additional support.??

6. Continuous Improvement and Feedback Loop?

Ongoing evaluation and refinement of return-to-work programs are essential for their long-term success. Employee feedback from those who have gone through the process provides valuable insights into what works and what needs improvement. Managers and other stakeholders should also be involved in the feedback loop to offer their perspectives. Regularly reviewing and updating policies and practices based on this feedback ensures that the programs remain effective and relevant. This continuous improvement approach helps organizations better support their employees and adapt to changing needs and circumstances.?

To get your hands on more tips and resources, download our return-to-work guide, Welcome back!