About this Series
This post is part of an ongoing series exploring how companies can better support new mothers and improve retention, based on conversations with HR leaders across industries.
If you work in HR and would like to share your insights —I’d love to hear from you.
For many employees, returning to work after parental leave comes with a mix of excitement and anxiety. Sleepless nights, navigating childcare logistics, and adjusting back to professional life can make the transition overwhelming. But in the right environment—one built around flexibility, empathy, and thoughtful planning—this process can become a much smoother experience.
In a recent conversation with an experienced HR manager at a European engineering company—a sector known for its technical, project-driven focus and predominantly male workforce—we explored how the nature of the industry and an evolving company culture are helping new parents reintegrate more easily.
A Sector That Enables a Real Break
One standout factor in this industry is the structure of work itself. Being project-based rather than client-facing or driven by real-time demands allows employees to truly disconnect during leave periods.
“I see fewer parents struggling when they come back,” the HR manager explained. “Because of the technical nature of our work, it’s easier to switch off fully. That mental break makes a big difference.”
Unlike fast-paced service sectors, long-term planning in engineering roles makes parental leave less disruptive and more manageable. And when employees return, the nature of project-based timelines often gives them breathing room to reengage at a sustainable pace.
A Shift in Culture Over Two Decades
The industry may still be male-dominated, but change is underway—and increasingly intentional. Attracting more young female talent is a clear priority, and companies are recognizing that inclusive, people-first cultures are essential to that effort.
“We really want to attract more young female talent,” the HR manager shared. “And to do that, we have to be serious about inclusion—not just with policies, but in how we show up every day.”
Cultural attitudes toward parenting and work-life balance have evolved significantly over the last two decades.
“It’s clearly a major change in the last 20 years,” he reflected. “We don’t talk about this topic now the way we did when I started in HR. It’s totally changed in just the past couple of years.”
Today, discussions around returning to work after parental leave are no longer seen as secondary—they’re central to how modern organizations define leadership, engagement, and employee care.
retention starts with support
84% of working moms say they’d stay with better postpartum care. Are your benefits working where they matter most? Learn moreLet's talkReturning to Work After Parental Leave in a Complex System
While employers can do a great deal to support returning parents, not all obstacles are internal. In some countries, societal infrastructure poses its own challenges. For example, in Switzerland, securing a childcare spot can be notoriously difficult.
This means that even in companies with generous leave policies and flexible reintegration practices, external realities like access to childcare remain a significant stressor. In contrast, countries like France or those in the Nordic region often benefit from stronger systemic support for working parents.
Recognizing this gap can help employers tailor their internal support even more effectively—acknowledging the real-world pressures their employees face outside of work.
Advice to New Parents
When asked what advice he might offer to new parents returning to work, the HR manager’s response was grounded in empathy, not instruction:
“I’m not someone who gives lessons to people—you know, I have children, so I know what it is. I would say everyone has the right to be tired. Everyone has the right to have a bad day.”
This kind of human-centered leadership—where vulnerability is acknowledged and respected—helps build cultures where new parents feel seen and supported, rather than judged or expected to power through. It’s not about having all the answers, but about being present, approachable, and willing to help.
As he put it:
“There is enough people who give advice to all the world. So I’m just here to help. And I would probably say if you have anything, come to me and we’ll find a solution.”
Wellness, Flexibility, and Long-Term Thinking
Forward-thinking companies are now expanding their focus beyond basic parental leave policies. Wellness initiatives, mental health support, and personalized reintegration plans are becoming part of the toolkit for helping employees navigate returning to work after parental leave.
These aren’t just perks—they’re strategic investments. Structured reintegration processes, open communication, and flexible work arrangements work as true employee retention strategies to retain talent, build loyalty, and ensure that employees return not only ready to contribute, but also feeling like they belong.
Building Inclusive, People-First Workplaces
In industries often defined by technical precision and project timelines, a human approach to leadership can be a powerful differentiator. Rather than viewing parental leave as a disruption, companies can treat it as a natural part of the employee lifecycle—something to be planned for, supported, and even celebrated.
Returning to work after parental leave will always come with challenges. But with the right culture, policies, and empathy in place, it becomes not just a return—but a confident step forward.
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