How to Supporting New parents at Work
Make it easier for parents to succeed at work — and they’ll help your workplace thrive!
Becoming a parent is a big life moment. So is coming back to work after baby. Whether it's maternity, paternity, or parental leave, that transition is major — and as an HR pro, you have the power to make it smoother, less stressful, and way more supportive.
Because here’s the truth: if you want to keep great employees, you need to show up for them when life shifts. Here’s how to do it right.
Give them flexibility — and mean it
Being a new parent means being on call 24/7. Offering flexible work options (and not side-eyeing people for using them) is a game changer.
Options to offer:
Later start or earlier finish times
Remote or hybrid work
Part-time or phased returns
Small schedule tweaks can go a long way in helping parents feel in control — and stay productive.
Related post: How to audit your hiring process for bias highlighted in pink
Helpful guide: Flexible work and employee rights highlighted in yellow
Write a clear, kind parental leave policy
A supportive parental leave policy should never feel like decoding fine print. Make it clear, fair, and easy to understand.
Your policy should cover:
Length and pay during leave
How to apply and communicate changes
Any perks (childcare credits, top-ups, etc.)
Pro tip: Include real examples or scenarios. Bonus points if your policy uses inclusive language for all kinds of families.
Make sure to reference Canada Labour Code parental leave rules when creating your policy.
Make childcare easier, not harder
Let’s be real — finding and affording childcare in Canada is rough. Help your team navigate this by:
Sharing vetted local daycare options
Partnering with providers to offer discounts
Offering backup care for emergencies
Even having a list of childcare resources ready to go can be a huge relief to someone with a fussy baby on their hip. In moments like that, knowing where to turn for support can make all the difference.
Build a culture where parents feel seen
The return from parental leave is about more than logistics — it’s emotional. Normalize that.
Encourage managers to:
Check in often and genuinely
Be patient and empathetic
Celebrate the return (not just the work)
Consider creating:
Parent-focused support groups
Mentorship pairings with other working parents
Slack channels for support
Your workplace culture should say: “We’ve got you.”
Offer smooth, low-stress reintegration
Don’t throw new parents into the deep end. Let them re-enter work life on their terms.
Good reintegration programs include:
A phased return or adjusted hours
Refresher training or tech catch-ups
Clear expectations and lots of grace
The goal is confidence, not overwhelm.
Don’t stop after the first week
A “welcome back!” email is great. But what about six weeks later when they’re exhausted and questioning everything? Keep checking in.
Try this:
A one-month check-in to see how things are going
Monthly touchpoints with HR or a peer mentor
A feedback survey that leads to real action
The message you’re sending? We’re still here, and we still care.
Supporting new parents means showing up — consistently
Let’s make it normal for new parents to feel supported, seen, and successful at work. When HR leads with empathy and structure, everyone wins.
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We’re Canada’s diversity and inclusion-focused job board. We reach diverse candidates across Canada through intentional outreach and inclusive messaging. Post jobs to highlight your organization’s commitment to diversity, equity, and inclusion.
