Managing a business comes with a unique set of challenges. You’re juggling clients, cash flow, long hours, and a team that relies on you to steer the ship. Amidst these pressures, managing parental leave can feel like another daunting compliance obligation. But here’s the thing: getting it right isn’t just about ticking legal boxes. It’s an opportunity to access a hidden pool of talent, create loyalty among your team, and set your business apart.
Let’s dive into the process, your rights and obligations, and why accommodating parental leave is one of the smartest investments you can make.
The Business Case for Supporting Parents
Here’s the untapped potential: women returning to work after having children represent an incredible talent pool that is often overlooked. Research consistently shows that mothers are among the most efficient and productive employees. Why? Because balancing work and family life sharpens their time management, focus, and problem-solving skills (Hochschild & Machung, 2012; Clarke & McKay, 2019).
Consider this:
- A study by the Harvard Business Review found that working mothers are more productive than their peers, delivering 10% higher output on average (Hochschild & Machung, 2012).
- Australian Bureau of Statistics data reveals that 70% of mothers with children under 15 want to work more hours but require flexible arrangements to do so (Australian Bureau of Statistics, 2020).
The takeaway? By offering flexibility, you’re not just retaining talent—you’re gaining highly motivated employees who can drive your business forward.
The Hidden Talent Pool: Mothers Seeking Flexibility
Despite these advantages, one in three women don’t return to the workforce after maternity leave, primarily because their workplace doesn’t offer the support they need. This creates a massive opportunity for businesses willing to accommodate flexibility (Australian Institute of Health and Welfare, 2020).
Imagine this scenario:
- A mother with a wealth of experience in your industry is ready to return to work but can only commit to part-time hours.
- Without flexible options, she’s forced to leave the workforce, taking her skills and institutional knowledge with her.
- Alternatively, if you provide a supportive and adaptable environment, you not only retain her but also build loyalty and a reputation as an employer of choice (Australian Institute of Health and Welfare, 2020).
Supporting Return to Work (RTW)
Balancing a parent’s return to work with your business needs requires planning and open communication. Here’s how to make it work:
- Start the Conversation Early: From the moment an employee announces their pregnancy, open a dialogue about their plans. What support will they need? Are they considering part-time work or job sharing? Early planning helps you prepare for their leave and eventual return.
- Create a Phased Return Plan: Returning to work after parental leave can be overwhelming. Offering a phased approach—starting with reduced hours or days—helps parents ease back in while maintaining productivity for your business.
- Leverage Job Sharing or Upskilling: If the role can’t be managed on reduced hours, explore job sharing. This creates an opportunity for another team member to upskill and step into new responsibilities.
- Promote a Culture of Flexibility: Encourage managers to focus on outcomes rather than hours at a desk. By investing in technology and setting clear expectations, you can empower all employees—not just parents—to work flexibly (Hochschild & Machung, 2012).
Three Practical Tips to Get Started
- Develop a Clear Parental Leave Policy: Outline the process, entitlements, and support options in a straightforward document. Make sure employees and managers alike understand their responsibilities.
- Focus on Flexibility and Communication: Build a culture where flexible work isn’t seen as a concession but as a strategic advantage. Regularly check in with employees to ensure arrangements are working for both parties.
- Position Yourself as an Employer of Choice: Highlight your parental leave and flexibility policies in job ads and on your website. Let prospective employees know you’re committed to supporting working parents (Hochschild & Machung, 2012).
How Harrisons HR Consulting Can Help
At Harrisons HR Consulting, we specialise in helping businesses navigate the complexities of parental leave and create supportive, flexible work environments that benefit both employees and employers. Our tailored solutions can help your business:
- Develop or Revise Your Parental Leave Policy: We can assist in creating clear, legally compliant, and employee-friendly policies that outline parental leave entitlements, flexible work options, and the process for returning to work.
- Support with Return-to-Work Planning: We offer guidance on creating phased return plans, part-time or job-sharing options (as well as the contractual implications of this), and providing the right accommodations for parents rejoining the workforce.
- Training for Managers: Our training programs equip managers with the skills to foster a culture of flexibility, manage parental leave effectively, and ensure that employees are supported during their transition back to work.
- Ensure Compliance: We help you stay up to date with legislative changes and ensure that your parental leave policies align with the Fair Work Act and other relevant regulations.
With Harrisons HR Consulting, you’ll not only comply with your legal obligations but also unlock the full potential of a motivated, skilled workforce eager to return to work. Together, we can create a supportive environment that drives productivity, improves employee retention, and positions your business as an employer of choice.
References:
Australian Bureau of Statistics. (2020). Labour force, Australia, detailed. Australian Bureau of Statistics. https://www.abs.gov.au
Australian Institute of Health and Welfare. (2020). The health and welfare of Australia’s mothers. Australian Institute of Health and Welfare. https://www.aihw.gov.au
Fair Work Ombudsman. (2020). Parental leave and return to work. Fair Work Ombudsman. https://www.fairwork.gov.au
Hochschild, A. R., & Machung, A. (2012). The second shift: Working families and the revolution at home. Penguin Books.
Kelly is a motivated HR professional with a passion for strategy and innovation. Kelly has extensive HR management experience in leadership positions, as well as experience in an operational leadership role in the financial services industry which strengthened her commercial acumen and operational excellence, enabling her to align organisational human resource needs to commercial objectives. Kelly has experience across various industries including hospitality, finance and aged care, and excels in developing strategies to align to business outcomes, creating efficiencies and innovation, leading teams, coaching and influencing and stakeholder management.
