Bringing a New Parent Back on the Job

Bringing a New Parent Back on the Job

June 23, 2022
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Losing experienced, hardworking employees can be costly for your business. So when one of your valued employees announces she is pregnant, do more than just congratulate her. You may want to consider encouraging her to return to work once the baby is born by making some necessary adjustments to the employee’s work environment and schedule. In the long run, your organization will benefit by retaining a proven contributor.

Some employees who become pregnant make a firm decision that they will stay home with their child for an indefinite period of time after giving birth, and decide to hand in their notice. Yet, others want to return to the workforce. When women fail to return to their jobs after having children, it can be due to not receiving the necessary support from their employers in order to successfully juggle parenting and career responsibilities.

Developing a strategy for meeting the needs of the parents on your staff not only raises the odds that an expectant employee will return to work after giving birth, but it also improves the likelihood that the employee will remain a loyal and productive part of your team. Begin by familiarizing yourself with your basic obligations as an employer under Federal, state, and municipal laws. Under the Pregnancy Discrimination Act, companies with 15 or more employees are required to treat employees affected by a pregnancy, childbirth, or related medical conditions in the same manner as other workers with temporary disabilities. It may be necessary to adjust the employee’s work duties or grant a pregnant employee time off for doctors’ appointments.

Companies with 50 or more employees are subject to the Family Medical Leave Act (FMLA), which mandates up to 12 weeks of unpaid leave per year for medical reasons or maternity leave. Even if the FMLA does not apply to your company, you may wish to offer paid or unpaid parental leave to employees. By allowing a new mother to combine sick days, vacation days, and even a brief paid maternity leave, she may be able to coordinate child care and recovery time without forfeiting pay.

Remember, too, that new fathers may wish to take time off when a child is born, or want a more flexible work schedule after becoming a dad. Depending upon their size, employers may also have a legal obligation to provide the same amount of leave to new fathers as they do to new mothers. Before extending benefits to expectant or new mothers, check to see whether failing to provide the same benefits to new fathers would constitute discrimination.

While it is not always possible for an expectant employee to predict what changes to her current working arrangements she might prefer after the baby arrives, it is useful to set up a preliminary plan for her return ahead of time. You may wish to offer the employee the option of reducing her hours, adopting a

flexible schedule, job-sharing, or telecommuting. After actually returning to work, a new mother may find she needs more or less flexibility than she originally anticipated, and may want to revisit these arrangements.

Most companies are not large enough to offer onsite daycare, but you may want to consider signing up with a backup care provider that specializes in assisting parents in finding emergency care for their children when their normal arrangements fail or a child is sick.

Making the adjustments necessary to allow a new mother to return to her job may cause some short-term disruptions and inconveniences. But sometimes, even a temporary change in work schedule or location can ease the transition back to work for a new mother—or even tip the scales in her decision about whether to stay on the job. Over time, providing a supportive environment for employees through their life stages will likely reward you with a dedicated and motivated workforce.

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IMPORTANT DISCLOSURES

The opinions voiced in this material are for general information only and are not intended to provide specific advice or recommendations for any individual.

All information is believed to be from reliable sources; however LPL Financial makes no representation as to its completeness or accuracy.

This article was prepared by Liberty Publishing, Inc.

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