How to plan for parental leave without disruptions

You know when someone goes on parental leave (particularly maternity or adoption leave), there's usually some level of chat about 'covering the role' or 'finding a replacement.' I hear all these words on the regular with clients. It’s a practical need of course. Work still has to get done, but the words we use can carry a lot of weight. For the person taking leave, hearing they’re being 'replaced' can chip away at their sense of belonging before they've even logged off. For the person stepping in, being called 'just cover' can make their contribution feel temporary or less valued. Both deserve better. The reality is these roles are often pivotal and can be a great career move for people. We can acknowledge that without sending the message that someone else’s seat has been filled for good, and try not to exacerbate those worries that the new person is going to do a much better job than them... So instead of a flippant 'cover' title are there any swaps you could make? A small language shift can make a big difference. It shows respect for the person taking leave and values the person stepping in. And for those preparing for parental leave, giving them the headspace to reflect on what they love doing, where they've added value and what they're great at can be a brilliant way to leave them feeling connected. Thoughtful language isn’t just about being nice. It’s part of building a workplace where everyone feels seen, valued and secure - whether they’re stepping away or stepping in. (I'm also acutely aware that roles aren't always covered and that comes with a whole heap of different dynamics - a post for another day!)

Can’t tell you how many times I’ve heard this: “I wish I had Parentaly when I took parental leave.” This one sentence usually turns into a much bigger conversation, often ending with a brainstorm about how to help bring our programs into their company. These chats usually come from a place of passion - from people who know firsthand how hard it is to navigate parental leave without real support and who want to make it better for the next person. It’s honestly been one of my favorite parts of my work at Parentaly. Not only helping people advocate for longer leave, but pairing it with better support...support that helps parents continue to grow their careers and helps businesses maintain continuity when someone goes on leave. I’ve worked 1:1 with folks to make the case for leave support/explain Parentaly’s value in a way that resonates (see also: shows ROI) with HR and leadership. It became a pattern I couldn’t ignore: people were eager to put the work in, but didn’t always know where to start. So we built something to make that easier! 🎉 I’m excited to share our new resource hub to give more people access to the tools that have actually worked for others advocating for our leave support. It’s a “choose your own adventure” type page, offering multiple ways to bring parental leave support to your company in whichever way feels best: 💌 An email template you can customize for HR 🤝 The option to stay anonymous & let us reach out for you 📝 Surveys to help quantify leave challenges inside your organization I’m really proud of this initiative. Because when you can prove that leave support is both business-critical and life-changing for employees, everyone wins. Check out the new hub at https://lnkd.in/eKavxD6m or DM me and I’ll walk you through it. And hey, if you want to help spread the word, drop “advocate” below or tag someone who might find this helpful! 🙏 #parentalleave #career #business #advocacy

When it comes to parental leave in 2025, the biggest shift isn’t in policy, it’s in perspective. 💭 As Allison Whalen founder of Parentaly shared in her recent Fast Company feature, leading companies are starting to view parental leave as a business event rather than just a personal one. That shift changes everything, from how managers plan for coverage to how employees return and reengage with their careers. Her take? The future of leave is all about execution. The companies getting it right are the ones investing in how leave is managed, creating experiences that strengthen teams, improve retention, and actually accelerate careers. We’ve loved collaborating with Allison in the past because her insights continue to raise the bar for what effective, human-centered parental leave looks like. Read the full Fast Company article featuring Allison in the comments. 👇

💭 Fertility, Cost of Living, and the Parental leave Pay Gap. It’s Time for Real Conversations I recently learned that most private companies in Australia still don’t offer paid parental leave, and honestly, I was stunned. At a time when we’re facing a national fertility crisis, the message being sent to women (and men) in their 30s is clear: having children is your choice, but the cost is entirely yours to bear. And yet, the cost of living continues to rise; rent, groceries, childcare, healthcare all while wages stagnate and security feels increasingly out of reach. So when governments ask, “Why aren’t women having children?”, perhaps the real question should be: “Why do so few workplaces make it financially possible to do so?” According to the Workplace Gender Equality Agency (WGEA), only 68% of employers offer any form of paid parental leave beyond the government scheme if at all, and that number drops to just 54% for companies with fewer than 250 employees. In male-dominated industries, half of all organisations offer no paid leave at all. The most common offering among those that do is only 7–12 weeks of paid leave, while just 6% of employers provide more than 18 weeks. This isn’t just a “women’s issue.” It’s a workforce issue, a productivity issue, and a national sustainability issue. Paid maternity leave shouldn’t depend on what company you work for, it should be a universal standard. If we want a future where women can thrive both personally and professionally, we need to start by rethinking how we support families from the beginning. The good news? Change can start with awareness, advocacy, and leadership. Every organisation that chooses to offer paid parental leave (even before it’s mandated) sets a precedent for what ethical employment looks like. It’s time for open, solution-focused conversations about what a fair, sustainable, and family-friendly Australia could look like. Because supporting women and men through parenthood isn’t just the right thing to do, it’s the smart thing to do. 💬 I’d love to hear from others, have you seen examples of private companies getting this right? What small steps could make the biggest difference? #PaidParentalLeave #GenderEquality #FutureOfWork

Too many parents are left on their own to navigate leave — confusing laws, eligibility rules, and programs across states make it stressful fast. Companies without clear parental leave programs risk compliance issues, employee loyalty, and opportunities to build a strong, people-first culture. The Maternity Guru helps businesses design leave programs that protect the company and make employees feel supported. When parents feel valued during life’s biggest transitions, they come back more engaged, loyal, and committed. Parental leave shouldn’t be an afterthought— it’s an investment in your people and your culture. Does your company have a clear parental leave program in place?

I had a conversation recently about parental leave that stayed with me. A colleague had taken six weeks of paternity leave. When he returned, some of the work and teams he had been leading were gone, reassigned while he was out. He felt like he had lost his footing at work. It struck a chord. I was fortunate to have maternity leave with both my daughters, four weeks with my first and 16 weeks with my second. Even during those four short weeks away, I felt the impact of stepping back, the quiet shifts in responsibility and the feeling of falling behind. What he experienced in those six short weeks is what many caregivers, particularly women, have lived for decades: the career cost that too often comes with stepping away to care for family. The growing support for parental leave across genders is real progress. When more people share this experience, it becomes harder to overlook and easier to change. Here is where organizations can lead: • Ensure employees return to the same scope of responsibility they left. Diminishing a role after leave is a loss for both the person and the business. • Encourage leaders at every level to take and talk about leave. Normalize it and design systems that make it work. • Recognize caregiving as part of a career, not a pause from it. Parental leave should strengthen families, teams, and the culture of work, bringing people back ready to grow, not worried about what they left behind.

“How do I take parental leave without hurting my career?” It’s one of the questions I hear most from ambitious professionals- people who care deeply about their work and their families, and don’t want one to cancel out the other. Even in organizations with generous leave policies, the tension is real: the paradox of wanting to step away and stay visible. I’ve heard this from countless professionals, and in fields like law, where constant availability is the norm, I’ve seen how quickly those fears can become reality. Many have watched it happen to colleagues and quietly wondered if they’ll be next. That’s why Marny Requa, MA, JD and I wrote our latest Above the Law article: to show that with foresight, strategy, and boundaries, it’s possible to take meaningful time away without derailing your career. Here’s the short list: 1) Start early and be proactive — the more notice, the more control. 2) Clarify your priorities — not all projects are created equal. 3) Build a coverage plan that protects relationships — clarity builds trust. 4) Manage expectations with leaders (and yourself) — boundaries are leadership. 6) Protect your mental health — this is a developmental phase, not a disruption. 6) Anticipate your return before you leave — plan your re-entry with intention. Organizations have real work to do to make leave equitable and sustainable — but individuals have agency, too and I want to empower that. Parental leave can be an opportunity to lead: to demonstrate foresight, emotional intelligence, and strategic thinking in one of the most meaningful transitions of your life. Read the full piece (and our full Parental Leave & the Legal Profession series) here: https://lnkd.in/eiGZNPUQ Article 1 was on policy vs. culture at firms, and next month you'll hear from us about the importance of managers and what firms can do better. Stay tuned... What’s one thing your organization, or you, could do to make parental leave a true leadership moment?

I was one of the 30% who quit after having a baby. Six weeks after returning from my second parental leave in early 2021 I quit a job I loved. When the postpartum fog started to clear, I realized my parental leave wasn't enough. Not enough pay. Not enough time off. And not enough support. My employer gave me time off, but no roadmap. I had to figure out everything on my own: Paid leave benefits, job protection, how to extend disability for postpartum anxiety. All while caring for a newborn. So when I recently came across a Harvard Business Review study that said women who don’t take proper maternity leave are 30% more likely to quit their jobs within the first year I wasn't surprised. Because I was one of them. And since I started Hello, Bundle I've talked to hundreds more moms who feel the same way. That's why it's so important to me to help new parents to understand the parental leave benefits available to them. So they take the time off they need and deserve. So they don't miss out on a dollar of paid leave because they didn't understand how to access it. So they return to work on their terms, continue to climb the corporate ladder, and get the opportunity to sit at tables where decisions are being made. We need moms at those tables. __________________________________________ I’m Linzay Davis, founder of Hello, Bundle and mom of two. I post about making the most of your parental leave and why the U.S. system needs a serious upgrade. Follow along for tips on navigating confusing benefits, maximizing time off, and advocating for better support for working parents.

“Do you know what your employees are entitled to when it comes to parental leave?” Parental leave can feel like a minefield for business owners, but clarity is essential. In the UK, employees may be entitled to: - Statutory Maternity Leave (up to 52 weeks) - Statutory Paternity Leave (usually 1–2 weeks) - Shared Parental Leave (up to 50 weeks shared between parents) - Unpaid Parental Leave (up to 18 weeks per child) Confusion arises when businesses fail to clearly communicate these entitlements, and that’s where problems occur. Get ahead of the questions. Build a clear parental leave policy and share it openly with your team. If you’d like help drafting one, let’s talk.

“Do you know what your employees are entitled to when it comes to parental leave?” Parental leave can feel like a minefield for business owners, but clarity is essential. In the UK, employees may be entitled to: - Statutory Maternity Leave (up to 52 weeks) - Statutory Paternity Leave (usually 1–2 weeks) - Shared Parental Leave (up to 50 weeks shared between parents) - Unpaid Parental Leave (up to 18 weeks per child) Confusion arises when businesses fail to clearly communicate these entitlements, and that’s where problems occur. Get ahead of the questions. Build a clear parental leave policy and share it openly with your team. If you’d like help drafting one, let’s talk.