When people talk about parental leave in the workplace, the conversation often centres on a single moment: returning to work. Questions around working patterns, childcare arrangements, flexibility and role expectations understandably come to the forefront as that return date approaches.
However, according to Return-To-Work Coach, Hayley Hubble, focusing solely on the return itself means missing a significant part of the experience.
"Most people focus on the return to work, which is important, but actually it needs to start before, so that everyone is on the same page."
It's a perspective that challenges the way many organisations think about parental leave. While the practical aspects of leave are important, the transition is rarely just logistical. For many people, it can involve a shift in confidence, identity and priorities, all of which can influence how they experience work before, during and after their time away.
For employers, creating an environment where people feel supported through those changes isn't simply the right thing to do. It can have a meaningful impact on engagement, retention and long-term career development.
Research reinforces this need. Within three years of having children, 85% of women leave the full-time workforce, with inflexible working arrangements and childcare costs among the factors contributing to this shift. Behind that statistic are women navigating one of the biggest transitions of their lives while also trying to maintain their professional identity and career progression.
As Hayley explains, people can experience everything from imposter syndrome and loss of confidence to feeling disconnected from their organisation during extended periods away from work. Someone can be highly capable and successful in their career, yet still question how they will fit back into work, whether their ambitions have changed or whether they still feel connected to the organisation. While everyone's experience is different, the common thread is that support matters.
That support, however, needs to extend beyond policy documents and return dates.
Creating space for meaningful conversations
At Sleek, we've introduced coaching-led support designed to help employees navigate parental leave, return to work and other significant life and career transitions.
“At Sleek, we recognise that becoming a parent is one of life’s biggest transitions, and that support shouldn’t begin on someone’s first day back. Whilst I’m a parent myself, I also recognise that lived experience alone doesn’t make someone an expert. We wanted to ensure we were providing our people with the very best support, which is why we partnered with return-to-work coach Hayley Hubble to help shape our approach. By combining specialist expertise, practical support, coaching and meaningful conversations, we’re creating an environment where people can feel confident, connected and supported before, during and after parental leave, without feeling they need to put their career aspirations on hold.” - Tracy Reis, Head of People & Culture
The programme offers a combination of coaching pods, one-to-one coaching and practical guidance for managers, creating opportunities for both reflection and conversation. Rather than offering a one-size-fits-all solution, the aim is to recognise that every individual's experience will be different and provide support that reflects that reality. It also recognises that a successful transition depends on the employee, their manager and the wider organisation being on the same page.
The coaching pods create space for shared experiences, helping employees connect with others navigating similar transitions, while one-to-one coaching allows for more personalised support. Alongside this, managers are equipped with practical tools and guidance to help them support their teams with greater confidence and consistency. Even experienced managers may not have previously been guided through supporting someone during parental leave or another major life transition. Giving them the right language, tools and support helps create clearer, more consistent conversations, rather than placing responsibility for the transition solely on the employee.
“As I prepare for maternity leave, having space to talk about what comes next is important to me. It’s about feeling supported before I go, not just when I return.” - TK, Client Experience Director
Nicole’s return from maternity leave shows why these conversations need to cover career aspirations as well as the practicalities of coming back.
“Returning to work was a chance to think about what I wanted from my next chapter. Sleek was open to exploring what that could look like and supported my move from a producer role into the client experience team - a positive step that reflects my interests and the way I want to work now.” - Nicole, Client Experience Manager
The objective isn't to tell people how they should approach parental leave or returning to work. Instead, it's about creating an environment where people feel able to ask questions, discuss concerns and navigate change in a way that works for them.
Why transitions deserve more attention
One of the most interesting insights from our conversations with Hayley was the idea that life transitions rarely fit neatly into a process.
Parental leave may be one of the most visible examples, but many employees will experience periods throughout their careers where they are adapting to significant change. Whether that's becoming a parent, caring for a family member, returning after an extended absence or taking on a new stage of responsibility, those moments can influence how people think, work and show up professionally.
When organisations acknowledge that reality, they create opportunities to support employees more effectively.
For individuals, that can mean feeling more confident, more grounded and more prepared for what comes next. For managers, it provides greater clarity around how to support their teams. For organisations, it helps build cultures where people feel valued, understood and able to perform at their best.
Ultimately, supporting people through transition isn't about removing every challenge. It's about ensuring they don't have to navigate those challenges alone.
Putting people first
At Sleek, we believe great work starts with great people.
That means recognising that careers don't exist separately from life. People grow, circumstances change and priorities evolve. Supporting employees through those moments isn't simply about having the right policies in place. It's about creating a culture where people feel trusted, supported and empowered to continue developing throughout their careers.
Hayley's message is a simple but important one: the return to work starts long before someone comes back.
By creating opportunities for meaningful conversations, providing access to coaching and equipping managers to support their teams effectively, organisations can help people approach major life transitions with greater confidence and clarity.
And when people feel supported through life's biggest moments, everybody benefits.