Time to read: 2 mins
Intro: Transitioning back into work after parental leave can be challenging. As a manager, it’s important to be proactive and plan ahead to ensure that returning parents get the support they need.
This script will come in handy to kick off that planning process, helping you understand returning team members’ plans and giving them the opportunity to voice anything that’s worrying them.
You could use this script during a scheduled KIT (keeping in touch) day or reach out for a chat a few months before your team members' planned return date.
After this conversation, it’s important to start thinking about the re-onboarding process to ensure your team members are set up for success when they come back into the business.
Quick note: this script is a great resource to help you prepare for a check in with your team members - but you should always consult your company handbook and any relevant policies before diving in.
Say
Hi [insert name], I hope you and your family are doing well. I just wanted to check in regarding your return to work as I know your leave is due to end on [date]. Is that still the date you’re planning on coming back?
Listen
People’s plans may change - your team member might request an earlier return date - or wish to extend their leave using holiday they’ve accrued during their leave. Listen carefully to what they’re proposing and if you’re unsure whether you can make it work, note it down to go through with your People/HR team later.
Say
Thank you for sharing your plans with me. We’re excited about your return. Is there anything else we can do to make the process of transitioning back into work easier?
Listen
Your team member may have specific requests around a phased return to work (coming back part time for an initial period and then ramping up) or want to know if a permanent change to their working pattern is possible.
Or, if you work in an organisation with a culture of flexible working, they may just want to confirm that they can take time out for nursery drop offs. Whatever it is, take the time to listen and understand their needs. Again, if there’s anything you need to consult the People/HR team about, note it down and confirm that you’ll revert back to them as soon as you can.
Say
That’s great. We’ll be in touch to finalise your return to work plans soon and share what to expect from your re-onboarding.
How to wrap up the convo:
Say
If your plans change in any way, or you want to have another conversation about any aspect of your return to work plan, just let me know. It’s really important to me that you feel supported during the next few months and beyond.
Next steps to consider
If your team member raises questions that you can’t answer in the moment, ensure you follow up with them promptly after taking some advice from your People/HR team.
Remind your team member of any benefits your company has in place that could support their transition back into work. This could be coaching to help them navigate the change in lifestyle or any specialist support for parents that your organisation offers.
Start thinking about your team member’s re-onboarding. What’s changed since they’ve been away from the business? Who do they need to meet with for handover? Remember to allow for time in their schedule to absorb information - just like you would when onboarding a new team member.
You should also prepare for a career plan/goal-setting check-in when your team member returns to understand their aspirations and set clear expectations around workload and responsibilities.
Once you have a return to work plan in place, ensure the rest of the team knows when your team member will be coming back so they can plan ahead and give a warm welcome.
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