New parents represent a sizeable chunk of the human resources of many companies. Making their return to work easier will pay good returns in high retention and productivity rates.
Research by Circle In, a consultancy that works with companies to help employees plan parental leave, estimates that almost two-thirds of all returnees think companies could do better when it comes to managing both the parental leave and return process.
“Sixty-two per cent of the 538 respondents to our survey didn’t feel adequately supported returning to work from parental leave,” says Kate Pollard, a director of Circle In.
“There is a huge opportunity for companies to do more to help their employees better plan their leave.”
In 2016-17, 51.9 per cent of employers offered non-leave based measures to support employees with caring responsibilities, according to the federal government’s Workplace Gender Equality Agency (WGEA).
The 48 per cent without these measures are running a significant reputational risk, not to mention the possibility of losing precious human resources.
Government policy has started to address one part of the problem.