There is a lot of support for parents returning to work, both from a logistical and emotional point of view. Support groups, websites, fellow working parents and child care options, to name a few, are now widespread. If you take the time to create a well-thought-out plan, it can be a smooth transition for parents and children. Some parents might find it harder than expected emotionally, while others will be surprised by their resiliency.

What about employers? In many cases, companies do not have a set of guidelines or any sort of plan for managers to help ease the transition for parents returning to work after having children. The lack of preparation can often cause both parties to become frustrated and unhappy.

Employers must be aware of the variety of feelings that can overcome a new working mother. For example, guilt is a powerful force that can strike any mother, particularly one who is leaving her child in another’s care for the first time, and it is heightened during this difficult transition. Ariel Dalfen, a psychiatrist and head of the mental health program at Mount Sinai Hospital in Toronto adds an interesting perspective that most people don’t even consider. She has witnessed some women who “feel guilty because they are relieved to return to work. They feel like they can once again contribute to the workplace and converse with other adults. These women may feel guilty that they actually ENJOY being back at work!” Therefore, Dalfen adds, “it is important for new moms as well as employers not to assume that the guilt is only about leaving the baby in someone else’s care”. A supportive and sympathetic manager who takes the time to listen to a new mother’s concerns will often find that the transition can be managed with success. Dalfen believes that “”employers should look at each new mom on an individual basis and not make assumptions. This would allow each new mom to feel she is being listened to individually.” Perhaps an internal support group or mentoring program can help new parents find comfort and support from each other as well.

A slow transition back into the workforce is a concept that has gained popularity over the past few years. Some employees are requesting a temporary part-time schedule, while other companies are suggesting it, for one reason or another. Tough economic times have helped spur this type of arrangement for many companies. However, regardless of a company’s success, easing back into the workforce after maternity leave can be a great way to offer support to a new mother or father. It also allows the parent to get back up to speed slowly and without stress, which will lead to a happier employee in the long run.

Such a transition plan can start as soon as the parent leaves work on maternity or parental leave. If an effort is made both by the employer and the employee to stay in touch throughout the leave of absence, the return to work will be much easier. Whether it is by email, a regular phone call, or a quick visit to the office once in a while, keeping an employee in the loop about what is going on at the office can help everyone stay connected.

Long term flexible work options for new parents are also becoming more popular. Part-time hours, a compressed work week, telecommuting and even job-sharing are among the options for companies and employees looking to find the best balance of work and life with kids. Many companies in Canada are trying to accommodate the busy schedules of employees. In fact, flexibility is becoming an important benefit that companies can use to attract and retain top performing employees in the job market.

Making It Work is a unique half day conference designed especially for pregnant women, women on maternity leave and women recently returning to work. LifeSpeak Inc., the creator of this event, has recognized that leading organizations understand that it is crucial to engage and retain today’s highly valuable employee population. LifeSpeak has designed this unique event to help women navigate the challenges associated with early motherhood, reintegration and balancing parenting and professional responsibilities. Your company can demonstrate its commitment to working mothers and support of work-family integration right from the start. Invite your employees to attend this event for this incredible experience. For more information about upcoming dates, visit www.lifespeak.ca/makingItWork