Supporting Employees Who are New Parents

The Joys of Being a New Parent

Being a new parent is an exciting and joyous time, but can also be incredibly challenging. Fortunately, employers are now more aware of the importance of providing resources and support for new parents, so that they can find the balance between their work life and their family life.   

From offering maternity leave to providing access to mental health professionals, employers can do a lot to help new parents feel supported during this difficult time. Many businesses have implemented initiatives such as flexible working arrangements or extended parental leave policies which provide some financial security while allowing parents to spend more time with their families. This gives employees the freedom to care for their children while still meeting professional obligations.

New Parents

One of the biggest joys of being a new parent is watching your child grow and develop. Seeing them take their first steps or hearing them say their first words is something you will remember forever. As a parent, you nurture and provide guidance to your children so that they can reach their full potential. Teaching your little one about the world around them can be an enjoyable part of parenthood, and helps parents to decide what values to instil into their children. 

Parenting isn’t always easy; it requires patience, dedication and understanding even when you as a parent are unwell or sleep deprived. Employers should strive towards creating an environment where new parents feel safe and secure enough in order for them to focus on what’s most important – caring for their newborns!

The Challenges of Being a New Parent

Having a child is an amazing and life-changing experience, but for new parents, it can also present unique challenges. The lack of sleep, financial worries, and lifestyle adjustments that come with having a baby can create a difficult transition for new parents.  

Maternity leave is key for supporting new parents and giving them time to adjust to their  new roles. In the UK, legislation offers up to 52 weeks of maternity leave – 39 weeks at 90% pay – but this doesn’t always take into account the extra pressure on new parents who are also juggling work and home life. It is important that companies give employees the flexibility they need when returning from maternity or paternity leave, such as being able to adjust their hours or job role if necessary.   

One of the biggest challenges for new parents is finding the tiime to look after themselves. Many people struggle with guilt over not spending enough time with their children or feel guilty about taking time away from them; which can significantly impact mental wellbeing.  

For some new parents, there may be additional difficulties such as postpartum depression or anxiety. The emotional strain caused by caring for a newborn can also cause feelings of isolation and overwhelm which may need addressing through professional help such as counselling or therapy sessions. Employers should provide their employees with access to appropriate resources to support them through these difficult times.   

Ultimately, it’s imperative that employers understand the unique challenges facing new parents to support them properly throughout this transitional period. Working with understanding and sensitivity will help make the transition smoother for everyone involved and ensure that both employees’ needs and those of their families are taken into consideration equally.  

Professional Training

We deliver bespoke training for your staff/organisation


We provide valuable tools to use on an ongoing basis


We provide ongoing training and support to your organisation to ensure your staff are happy and healthy!

Juggling Work and Family Life

When you become a new parent, it can be difficult balance work and family life. With parental leave policies in the UK changing all the time, there are now more options than ever for supporting employees who are new parents.   

Maternity leave for new employees is available for up to 52 weeks with 39 weeks of Statutory Maternity Pay (SMP) or Maternity Allowance (MA). This allows parents to bond with their baby and gives employers time to plan for the employee’s absence so that when they return everything is well organised and stress-free.   

Shared parental leave is also an increasingly popular choice, allowing both parents to share up to 50 weeks of unpaid leave in order to look after their little one together. This type of arrangement often works best with couples who both have full-time jobs and want both parties involved in caring for the child.   

Additionally, flexible working arrangements are becoming more commonplace as companies strive towards offering even greater support for parents returning from maternity leave or those caring for young children from home. Telecommuting or flexible hours allow parents more freedom over their schedule while still enabling them to commit fully to their job duties and meet deadlines.   

No matter which you choose, managing work and family life as a new parent takes dedication, patience, and organisation. Having a supportive employer who understands your needs can make all the difference in helping you adjust successfully during this transition period. By investing in policies such as parental leave and flexible working arrangements, employers can ensure that employees feel valued and supported at work while taking on the responsibility of parenthood.  

Impaired Sleep and Performance at Work

New parenthood is certainly not easy but having the right kind of support makes all the difference.  

New parents often face a variety of challenges when returning to work, including impaired sleep and performance. It can be difficult to adjust to the lack of sleep and exhaustion that comes with having an infant in the household. Additionally, it can be harmful for their relationships with their managers if performance is impaired due to lack of sleep.   

It is important for employers to be aware of the difficulties that new parents may face when returning from maternity/paternity leave so they can provide appropriate support. This could include more flexible working hours or taking on additional staff so that new parents are not under too much pressure. Employers should also be mindful of any fatigue and exhaustion and offer regular breaks. It is also important for employers to provide adequate training opportunities so that new parents have access to up-to-date skills which can help them remain productive at work.   

It is equally vital for employees returning from maternity leave to make sure they are getting enough rest outside of work hours. Taking regular time for self-care, eating a balanced diet, exercising regularly and maintaining social relationships are all essential components of being able to perform well at work as a new parent. Developing healthy coping strategies such as meditation or mindfulness techniques can also help reduce stress levels and improve overall wellbeing among new parents who are returning to work after maternity leave.   

By understanding the challenges faced by new parents, employers have an opportunity to create supportive environments where employees feel appreciated, improving morale, job satisfaction and loyalty.  

Emotional Fatigue and Performance at Work

One of the main challenges faced by employees returning to work after maternity leave is emotional fatigue.   

Emotional fatigue is a condition experienced by many new parents, often combined with feelings of anxiety or depression in the lead up to their return to work following maternity leave. This can make it difficult for new parents to transition back into working life, as they may feel overwhelmed and unable to manage their workload effectively.  

When an employee is struggling with emotional fatigue, their performance at work may suffer. They may be more prone to absenteeism or feeling dissatisfied in their job role and feeling unable to cope with the demands placed on them. Businesses should provide additional support for those suffering from emotional fatigue, such as flexible working arrangements or a reduced workload during the transition period.   

Organisations should also consider providing additional benefits and resources specifically targeted at new parents; this could include childcare vouchers, longer parental leave periods or access to mental health services such as counseling or cognitive behavioral therapy (CBT). These benefits allow employers demonstrate that they are aware of the needs of new parents and are taking active steps towards helping them manage their emotions more effectively while at work.   

By supporting employees who are new parents, businesses can ensure that individuals will not be disadvantaged when returning from maternity/paternity leave and can achieve better work-life balance. Taking proactive steps towards recognising the unique needs of new parents will enable organisations create a supportive workplace environment which allows them to thrive both professionally and personally – ultimately leading to greater productivity within the business itself.  

Reasonable Adjustments for New Parents

As a business, it is important to provide reasonable adjustments for new parents in order to ensure they have the necessary support and flexibility needed during this challenging time.   

Reasonable adjustment can include flexible working hours, remote working opportunities, or providing additional resources such as lactation rooms or onsite daycare facilities. Flexible working hours enable new parents to better manage their personal commitments alongside their professional responsibilities; this could mean allowing them to arrive later in the morning or taking longer lunch breaks during busy periods. Remote working opportunities allow parents more freedom when it comes to completing tasks during times that may fit better around family life; this could include completing smaller tasks outside traditional office hours or taking advantage of video conferencing technology for meetings with colleagues and clients alike. Finally, providing resources such as lactation rooms or onsite daycare can help foster a supportive environment for new parents who need access to such facilities while still at work performing their duties.  

Reasonable adjustments made by businesses are essential for supporting new parents and helping them transition back into work after maternity leave; however, businesses should also consider other ways they can provide a supportive environment such as increasing awareness among co-workers about parental issues through educational seminars or introducing incentives for employees who are juggling both family life and work commitments. By making small changes in how we approach parenting in the workplace, businesses can create an inclusive environment where all employees feel valued and respected regardless of whether they are new parents or not.  

Easy Ways to Support New Parents

As a business, supporting new parents in the workplace is essential for employee morale, retention and wellbeing. Employing new parents can be challenging, especially when it comes to juggling maternity leave and work schedules; however, there are some ways that businesses can easily support them.   

There are a number of organisations across the UK dedicated to supporting new parents through this journey by providing them with advice on everything from sleep training and nutrition information, to safety guidelines and disciplining techniques. Knowing which resources are available is essential for those who are struggling with parenting related stressors such as juggling work deadlines with childcare needs or dealing with postnatal depression symptoms.   

Flexible working hours are another easy way that businesses can help support new parents in the workplace. Allowing employees to adjust their working hours depending on their needs can give them more freedom and flexibility when it comes to childcare duties. This could mean allowing them to work from home or come into work after dropping children off at school or daycare, which in turn will increase productivity levels and reduce stress for everyone involved.   

Mentoring opportunities or allowing employees access to professional development courses can ensure that parents don’t feel overwhelmed due to having spent some time out of work during maternity or paternity leave. Additionally, providing counseling services or resources such as parenting seminars or workshops can help employees learn how to manage different parenting challenges and find solutions quickly and effectively.   

By taking these simple steps businesses can ensure that they are properly supporting new parents in the workplace and helping them balance their professional lives with raising a family. This will not only create a positive working environment but also benefit both employers and employees alike by increasing productivity levels while reducing stress.  

Contact Us

If you need any guidance or assistance, we would be delighted to assist. 

We can help with;

  • Advising on appropriate training progammes

  • Providing workplace training

  • One to one staff coaching

  • Producing tools for managers and employees

  • Retainer services and ongoing support