Calls for greater parental leave support
New research has lifted the lid on parental leave and just how challenging returning to work after having a child can be for parents.
Conducted by financial wellbeing firm Crayon and The Back to Work Coach, a survey of 369 New Zealanders has found navigating parental leave and the subsequent return to work can be the most challenging moment in a person’s employment career.
Finances were rated as the biggest challenge for workers during their parental leave, with inflexibility in the workplace cited as the biggest challenge upon returning to work.
Respondents in the Parental Leave: A Kiwi Experience report expressed a desire for “greater flexibility” and more consistency in the transition support process, including a clear return-to-work plan, said Stephanie Pow, founder of Crayon and the New Zealand Parental Leave Register.
Pow said the research rung clear that workers wanted more support from their employers – and to not feel forced into returning to regular hours of work or fiveday working weeks that were no longer seen as manageable with raising a young family after an initial grace period.
Rebekah Fraser, founder of the Back to Work Coach, said inflexibility by employers often stemmed from a lack of trust and a lack of understanding of what the return to work experience can be like – and therefore not being able to anticipate what support staff may need.
“Things like flexibility make a big difference to people, and something [employers] should consider the impact of,” Fraser said.
“Employers need to talk with the returner and understand what could be flexed to accommodate their needs. Looking at things from more of a creative stand point and how they can support that person with flexibility to get that job done – it can be the hours of work in a day, compressing work days in the week or offering working from home.”
Fraser said the research found that workers wanted to feel genuine support from their employer and the opportunity to talk about what is possible even before returning to work.
“There needs to be a willingness to engage in ongoing conversation; before parental leave, while they are on parental leave and once they return to work to understand where someone is at, expectations and what support is available. [Parental leave] can be a long process, potentially two years or more of considerations.”
One woman who shared her insights in the research said she was told after her parental leave had started that she could not return to work part time and had to fight during her leave to get that.
Another said she missed out on work opportunities after returning to work after having a child: “I wasn’t even being offered them as it was assumed I wouldn’t be interested as I have young kids at home. Like travel to conferences or advancement opportunities at work.”
Fraser said employers need to take a “person-centric approach” rather than being “rigid in terms of policy” or risked losing talent.
She would like to see managers and leaders receive more support themselves to be able to understand the spirit of parental leave and returning to work policy.
“[They need to consider] how do we ensure this person has a really good experience and can give their best to the workplace and their performance, and continue to progress their career aspirations even though they’ve had a change of life circumstances.
“People are not unreasonable, they’re not selfish, they just really want to be seen, to be able to contribute and participate in a decision that works for them but also with the context of their employment. [Businesses] need a good policy but they also need a process that supports the individual to get the best out of that policy.”