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What should companies focus on to support current and new parents in 2025

Here’s my thoughts on what organisations should be focusing on in 2025 to support their working parent and future parent, talent population. 


Working parent on the telephone with child sat next to him doing homework

First the why: In short, parenthood is a pivotal stage in life and the challenges don’t stop when someone returns from parental leave. Whether we are thinking maternity leave, paternity, adoption, surrogacy, any form of parental leave and beyond should be recognised.  


Companies supporting their employees through the transition to parenthood and beyond (think all working parents) can significantly impact talent retention, employee wellbeing, and workplace culture as well as attractiveness to potential new employees. 


How to focus on supporting working parents

Here are five key areas companies should focus on to ensure they are truly supporting working parents:


1. Build a Family-Friendly Culture

A family-friendly workplace starts with a culture that values employees as whole individuals. This goes beyond offering flexible working arrangements (though they’re critical). It means creating an environment where:

  • Leaders model work-life balance.

  • Open conversations about family responsibilities are normalised - hello Parenting out loud.

  • Employees feel supported without fear of stigma or career impact.

  • They are examples of where individuals have been able to have the career and parenthood experience that works for them


Simple actions can go a long way, asking people what they need, making it okay to talk about leaving on time!


2. Strengthen Parental Leave Policies and process

Comprehensive and inclusive parental leave policies drive parent-friendly workplaces. Every family is different so it’s important that policy and process reflect this. Companies should focus on:

  • Offering extended, fully paid parental leave to both/ all parents and care givers.

  • Allowing flexibility where possible - this isn't one size fits all.

  • Creating clear, supportive communication plans for employees before, during, and after leave, this is so important for individuals and leaders to clearly communicate and feel supported.


Inclusive policies not only benefit employees but also help shift societal norms, ensuring caregiving responsibilities are more equitably shared.


3. Provide Tailored Return-to-Work Support

This is a must for me, 90% of individuals don’t have any return to work support and yet returning to work after parental leave can be challenging both personally and professionally. Companies can help by offering:

  • 1:1 coaching to rebuild confidence and set priorities for a successful transition.

  • Buddy programs pairing returners with employees who’ve navigated similar transitions.

  • A return to work plan crafted together and personalised to the individual, including flexible options to ease employees back into their roles.


Personalised support can be super simple and yet shows employees they are listened to and valued, helping them quickly re-engage and feel productive in their careers. 


4. Invest in Community and Peer Support

Parenting can often feel isolating, especially when juggling workplace responsibilities and not feeling you can speak out.  Companies can easily create opportunities for working parents to connect by:

  • Hosting group coaching sessions to create peer support and share practical strategies.

  • Establish employee resource groups (ERGs) or networks for parents and carers, offering networking and community opportunities.

  • Facilitating workshops or events focused on topics like managing parental guilt, building resilience, or thriving as a working parent.


Strong internal communities help working parents feel supported and engaged with others around them they can talk too. This is not just for returning parents but any and all working parents, parents to be. 


5. Equip leaders and HR Teams with Tools to Lead

Leaders and managers play a pivotal role in supporting employees with working parents being a significant part of this. However, many leaders feel unprepared to navigate these conversations which can lead to miscommunication and conflict. This is how you can support:

  • Offer training and resources on managing parental transitions, flexible work arrangements, and performance evaluations post-leave.

  • Empowering HR teams with frameworks for equitable talent management and career progression

  • Measuring the effectiveness of parental support initiatives and using data to refine strategies (this is super important)


I believe that the individuals leader can make or break a good return to work, as we know that leaders are key to high performing teams. By equipping people leaders and HR teams, companies ensure consistent and meaningful support for working parents across the organisation.


Supporting parents is a smart business decision

Supporting current and future parents isn’t just the right thing to do, it’s a smart business decision. It impacts your gender pay gap and gender balance across all roles. Plus employees who feel supported are more likely to stay, thrive, and contribute their talent at their highest potential. 


If your organisation is looking to create a more parent-friendly workplace, let’s talk. From workshops and coaching to strategy consulting, we’re here to help you build a culture where parents - and your business can succeed. 

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