Emmanuel Rossier, an HR professional with over 20 years of experience—primarily in private education and now with One Placement—offers a grounded, empathetic view on what really makes a difference for women coming back from maternity leave.

His key message? It’s not just about compliance—it’s about care, communication, and continuity.

Rossier acknowledges that he’s worked mostly in mid-sized companies, which has allowed him to stay close to employees and take a more personalized approach. “I don’t have a formal process,” he says, “but I know each case personally and do my best to make the administrative side as light as possible.”

For him, supporting women coming back from maternity leave means more than sending out forms—it’s about proactive communication, offering clarity, and checking in ahead of their return. “The most worrying thing for most expectant mothers is whether they’ll still have a job when they come back. I try to ease that anxiety by providing as much information as I can.”

One of the trends Rossier has seen increase since the pandemic is that more new mothers are choosing not to return to work—often prioritizing their child’s early development and their own mental well-being. “There’s been a shift,” he explains. “Before, the fear was ‘Will I get my job back?’ Now it’s more: ‘Do I want to go back at all?’”

This trend is especially visible in border regions, like the greater-Geneva area, where long commutes and cross-country border traffic are daily realities. Medical professionals increasingly recommend that pregnant women avoid long drives, leading to earlier departures from work—often around 4–6 months into pregnancy, rather than 6–8.

Despite recognizing that the legal framework in places like Geneva is relatively supportive—offering decent maternity allowances and job protection—Rossier believes that one crucial element is often missed: consistent communication.

“The worst thing is cutting all contact with the employer during maternity leave,” he says.

“I really encourage mothers to keep some kind of communication, even if it’s just occasional check-ins.”

This isn’t about pressure or performance—it’s about mutual preparation. “If someone calls me during their leave and says, ‘How’s my role evolving?’ it helps me prepare a smoother, more thoughtful re-entry with the team.”

When asked what advice he’d give to new parents coming back from maternity leave, Rossier is direct:

“Prepare the return. Don’t wait until the last minute.”

This, he emphasizes, is not just for the employee—it also helps the organization. Without communication, any return—whether from maternity leave or a long illness—becomes more complicated. Rebuilding confidence, re-establishing rhythms, and rediscovering one’s place in a team all take time and intention.

While Rossier is realistic about what individual employers can change, he’s clear about one of the biggest areas for improvement: reducing the mental load that mothers carry when coming back from maternity leave.

“We talk a lot about policy improvements, but the real challenge is alleviating the pressure women feel—to be everything at once.”

As he transitions out of his current role at One Placement, Rossier remains a strong advocate for human-centered HR practices. His message is simple but powerful: “Legal rights are essential—but what makes the biggest difference is how you show up for people.”