ParentWorks | Return

Coaching for Parents Returning to Work

Supporting parents through a critical transition - while protecting your organisation’s talent pipeline.

Returning to work after parental leave - whether maternity, paternity, or shared parental leave - can be a major transition in a parent’s career. Without the right support, organisations risk disengagement, loss of talent, and added recruitment costs.

This coaching programme is designed to help parents feel confident, supported, and ready to thrive - while also strengthening your business performance and retention.

How the Coaching Works

This flexible six-session coaching programme is designed to meet parents wherever they are in their transition. Whether support begins before leave, during Keeping in Touch (KIT) days, or at the return-to-work phase, the coaching is tailored to deliver meaningful outcomes for both parents and your organisation.

Where possible, we recommend distributing the sessions across three key stages:

  • Before parental leave begins
    Recommended: 1 session
    A reflective coaching session designed to prepare parents mentally and emotionally for their upcoming leave. Parents will clarify their goals and concerns, explore identity shifts, and create a personalised plan for a successful leave and re-entry.

  • During Keeping in Touch (KIT) days
    Recommended: 2 sessions
    Coaching during KIT days focuses on maintaining professional identity, reflecting on evolving thoughts about returning, and addressing any anxieties around balancing work and family. Parents will co-create return-to-work strategies to manage expectations and build confidence.

  • As part of the return-to-work phase
    Recommended: 3 sessions
    These sessions help parents strengthen confidence, reconnect with their professional role, and develop personalised strategies to navigate workload, wellbeing, and team dynamics during the re-integration period.

Flexible and Parent-Led

While this programme works best when delivered across all three stages, coaching is always tailored to meet the parent at their current stage - whether support begins during KIT days or post-return. Each session provides space for reflection, action planning, and addressing specific challenges to ensure parents re-engage fully and sustainably with their work.

Add-On: Leadership Coaching for Line Managers

We recommend offering three one-to-one coaching sessions for the parent’s direct line manager. These are designed to run in parallel with the parent’s coaching journey, timed to ensure leaders can effectively support the parent at each stage of the transition.

Recommended Timeline for Leadership Coaching:

  • Session 1: Before the parent’s leave or early in their leave
    Focus on building awareness of the parent’s upcoming transition and exploring how to proactively support them through role clarity, communication, and expectation-setting.

  • Session 2: During Keeping in Touch (KIT) period
    Coaching centres on re-engaging with the parent, managing evolving expectations, and identifying leadership behaviours that foster a smooth and inclusive return.

  • Session 3: Shortly after the parent’s return to work
    A reflective session to address real-time challenges, ensure open dialogue, and fine-tune leadership strategies to continue supporting the parent and wider team.

Additional Note:

If leadership coaching begins later - such as during the KIT days or after the parent has returned - it will be adapted to focus on the immediate needs of the leader and team while still supporting longer-term inclusion and retention goals.

Let’s help your leaders and parents thrive - together

Book a call to explore how coaching can transform the way your organisation supports parents - and strengthens your business.