Employee Wellbeing
August 29, 2023

Supporting New Parents at the Workplace: Parental Leave and Beyond

Acknowledging the significance of welcoming a new child, employers play a vital role in providing support, extending beyond parental leave policies, to ensure the wellbeing of employees and their families; this article examines strategies, focusing on parental leave and ongoing assistance, for effectively aiding new parents in the workplace.

Hilda Bahringer
5 minutes

Welcoming a new child into the family is a significant life event, and employers have a crucial role in supporting their employees during this time. Parental leave policies are just the beginning; creating a supportive environment that extends beyond leave is essential for the wellbeing of both employees and their growing families. This article explores strategies to effectively support new parents at the workplace, emphasising parental leave and ongoing assistance.


As employees transition into parenthood, they require support that goes beyond traditional benefits. By fostering an environment that recognises and accommodates the unique needs of new parents, employers contribute to both employee wellbeing and organisational success.

Understanding the Importance of Supporting New Parents

New parents often face a juggling act between work and family responsibilities. An understanding and supportive workplace can alleviate stress and help employees manage their roles effectively.

The Role of Parental Leave

Parental leave is a cornerstone of supporting new parents. While it's a critical step, it's important to extend that support beyond leave to ensure a seamless transition.

1. Comprehensive Parental Leave Policies

Develop comprehensive parental leave policies that offer both maternity and paternity leave. Provide adequate time off to allow new parents to bond with their child and adjust to their new roles.

2. Flexible Work Arrangements

Offer flexible work arrangements, such as remote work or flexible hours, to help parents balance their responsibilities at home and work.

3. Providing Resources for Transitioning

Offer resources to help new parents transition back to work smoothly. This could include phased return-to-work plans or gradual ramp-up schedules.

4. Offering Parenting Support Groups

Create support groups for new parents where they can connect, share experiences, and receive advice from colleagues who have been through similar situations.

5. Onsite Childcare Facilities

If feasible, consider providing onsite childcare facilities or partnering with nearby childcare centres. This helps alleviate the stress of finding suitable childcare.

6. Promoting Work-Life Integration

Encourage a culture where employees are empowered to integrate work and personal life. This allows parents to attend school events, doctor appointments, and other family commitments without guilt.

7. Encouraging Open Communication

Foster an environment where new parents feel comfortable discussing their needs and challenges. Encourage open conversations about adjustments needed for optimal performance.

8. Celebrating Milestones

Acknowledge significant milestones in employees' parenting journeys. Whether it's a child's birthday or a school graduation, celebrating these moments shows your organisation's commitment to the whole employee.

9. Providing Parenting Workshops

Offer workshops on parenting skills, time management, and stress reduction. These resources can equip new parents with tools to navigate their dual roles effectively.

10. Creating a Family-Friendly Culture

Embed a family-friendly culture into the organisation's values. This ensures that supporting new parents isn't just a policy, but an integral part of the company's identity.


Supporting new parents isn't just about offering parental leave; it's about creating a workplace that understands and accommodates the needs of employees during this life-changing phase. By implementing these strategies, employers can play a vital role in easing the transition to parenthood and fostering a thriving workforce.

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