Supporting New Moms Returning to Work

Because here’s the truth: if you want to keep great employees, you need to show up for them when life shifts. Here’s how to do it right.

Give them flexibility — and mean it

Being a new parent means being on call 24/7. Offering flexible work options (and not side-eyeing people for using them) is a game changer.

Options to offer:

• Later start or earlier finish times
• Remote or hybrid work
• Part-time or phased returns

Small schedule tweaks can go a long way in helping parents feel in control — and stay productive.

Related post: How to audit your hiring process for bias

Helpful guide: Flexible work and employee rights

Write a clear, kind parental leave policy

A supportive parental leave policy should never feel like decoding fine print. Make it clear, fair, and easy to understand.

Your policy should cover:

• Length and pay during leave
• How to apply and communicate changes
• Any perks (childcare credits, top-ups, etc.)

Pro tip: Include real examples or scenarios. Bonus points if your policy uses inclusive language for all kinds of families.

Make sure to reference Canada Labour Code parental leave rules when creating your policy.

Make childcare easier, not harder

Let’s be real — finding and affording childcare in Canada is rough. Help your team navigate this by:

• Sharing vetted local daycare options
• Partnering with providers to offer discounts
• Offering backup care for emergencies

Even having a list of childcare resources ready to go can be a huge relief to someone with a fussy baby on their hip. In moments like that, knowing where to turn for support can make all the difference.

Step 4: Foster a healthy work-life balance

Achieving a balance between work and home life is a key concern for new mothers returning to work. As an employer, it’s important to create a culture that encourages flexibility. Encourage your employee to set clear boundaries between work time and family time. Offer resources such as support networks for childcare, and be flexible with time off when needed for family emergencies or events.

Additionally, ensuring employees have access to family-friendly benefits, like parental leave or childcare options, can further support their ability to thrive in both their personal and professional lives.

Step 5: Encourage self-care and personal time

It’s important that new moms take time for themselves to recharge and maintain their well-being. Encourage your employee to prioritize personal activities, hobbies, or even rest. Whether it's taking a break during lunch or scheduling time for self-care, supporting this personal time can help the employee return to work feeling more focused and energized.

Step 6: Celebrate achievements and milestones

Acknowledge and celebrate the milestones of returning to work, whether big or small. Recognize the efforts it takes to balance work and family, celebrate when goals are met, or simply commend them for a successful week. This will help foster a positive environment and motivate the employee to continue thriving in both their personal and professional lives.

Support new mothers returning to work for better retention and workplace culture

By supporting new mothers as they transition back to work after maternity leave, you create an environment where they feel valued, understood, and empowered.

Your support in this transition not only helps retain talented employees but also demonstrates your commitment to creating a workplace culture that values family and work-life balance. Together, you can ensure a smooth transition that benefits both your employee and your organization.

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