In a recent episode of the Redundancy Matters podcast, I spoke with Laura Duggal, a parental return-to-work coach, about what this transition really looks like in practice and what HR leaders need to understand to support people effectively.
Because when employees come back after time away, they’re not just returning to work. They’re navigating a significant life transition, often alongside organisational change, uncertainty or shifting roles.
Understanding the Return-to-Work Transition
As Laura shared, when employees are returning to work after parental leave, it’s rarely a simple case of picking up where they left off.
“You’re bringing two worlds back together,” she explained – home life and work life, both of which may have changed significantly.
When parents return to work, they’re often balancing new responsibilities, a shift in identity and a different perspective on their career.
For HR, this is a crucial mindset shift. Treating it as a transition rather than a one-off event changes how you plan, communicate and support.
Start the Conversation Before Maternity Leave
Another key theme we discussed was the importance of starting the conversation early.
Before someone goes on maternity leave, there’s an opportunity to explore:
- How they’d like to stay in touch
- What communication works best for them
- What a successful return might look like
But as Laura pointed out, assumptions can be unhelpful.
“People don’t always know what they’ll want until they’re in it – and that can change.”
Creating space for that flexibility – and making it clear that it’s okay to change their mind – builds trust and makes future conversations much easier, particularly if circumstances shift while they’re away.
The Emotional Impact of Returning to Work
We also explored the emotional reality of this transition – something that can easily be underestimated.
When parents return to work, it’s not uncommon for them to experience:
- Anxiety about being replaced
- A loss of confidence
- Overwhelm as everything shifts at once
- Questions around where they fit
As Laura shared, this can feel like “two worlds colliding”, especially if there have been changes in the business while they’ve been away.
And if redundancy or restructuring is happening in the background, those feelings can be heightened further.
This is where empathy and active listening become essential, not as an add-on but as part of how the process is led.
Supporting Employees During Organisational Change
Another important part of our discussion was what happens when organisational change takes place during maternity leave.
Restructures happen. Roles evolve. Teams shift.
In these moments, how communication is handled makes all the difference.
If expectations have been discussed early on, HR and line managers have something to work from. They can approach conversations in a way that feels considered, rather than reactive.
It’s about recognising that the same message can land very differently depending on someone’s circumstances and adjusting your approach accordingly.
Why the First Few Weeks Back Matter
One of the strongest insights Laura shared was just how important the early weeks are after someone returns.
For many, it doesn’t feel like going back. It feels like starting again.
There may be:
- New team dynamics
- Different ways of working
- Changes in role or expectations
- A completely new routine at home
This is where additional support can be invaluable.
For some organisations, this includes return-to-work maternity coaching, helping individuals rebuild confidence, navigate change and settle back into work in a way that works for them.
But even without formal coaching, small actions can make a big difference:
- A structured re-onboarding plan
- Time to reconnect with colleagues
- Regular, meaningful check-ins
The Role of Line Managers
A consistent theme throughout our conversation was the critical role line managers play.
The relationship someone has with their manager, particularly during this transition, can shape their entire experience.
Feeling welcomed, understood and supported isn’t just “nice to have”. It directly influences engagement, confidence and retention.
Simple, human actions matter: being present on their first day back, taking time to listen, avoiding assumptions. These are the moments people remember.
Taking a People-First Approach
Stepping back, this all points to a bigger shift in how organisations approach these moments.
Policies and processes are important – but they’re only part of the picture.
As Laura highlighted, what really makes the difference is creating an environment where people feel safe to express what they need, ask questions and navigate change in their own way.
For some organisations, introducing support such as return to work maternity coaching can help create more consistency in how this is delivered.
But at its core, it’s about a shift in mindset – from managing a process to supporting a person.
Getting it Right Matters
So what does this mean in practice for HR leaders?
Supporting employees returning to work after maternity leave is one of those moments that really matters.
Handled well, it builds trust, strengthens relationships and supports long-term retention.
Handled poorly, it can have the opposite effect.
As this conversation highlighted, the difference often comes down to something simple but not always easy: Taking the time to understand the individual and responding with empathy, flexibility and care.
About the Guest
Laura Duggal is a parental return-to-work coach, supporting organisations and employees through the transition into and out of maternity and parental leave.
She works with individuals before, during and after leave, helping them navigate this significant life and career transition with confidence.
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