Supporting Parents in the Workplace: A Path to Retention and Growth

Supporting parents as they return to work after parental leave is no longer a “nice to have” – it’s a must-have for businesses looking to foster loyalty, increase retention, and build an inclusive culture. In New Zealand, companies are increasingly recognising the value of supporting working parents, not only to enhance employee wellbeing but to maintain productivity and engagement.

Adecco New Zealand is committed to helping businesses create workplaces that meet the evolving needs of their employees, especially working parents. Here’s how businesses can support parents in balancing career and family life, and why it matters.

1. Flexible Work Arrangements: The Key to Retention and Equity

As many parents navigate the transition back into the workplace, flexible work arrangements have become more than just a perk—they are often a necessity. New Zealand’s flexible working legislation allows any employee to formally request adjusted working hours, providing opportunities for both parents and non-parents to balance their professional and personal responsibilities.

While flexibility is key to accommodating the diverse needs of employees, it is important that this flexibility extends across all levels of the organization. Unfortunately, some businesses fall into the trap of affording management greater flexibility than the wider team, resulting in a disconnect that can harm workplace culture. Having two sets of rules, one for management and one for staff, can breed resentment and diminish trust, ultimately reducing employee engagement and retention.

By creating a level playing field where all employees—regardless of their position—are granted the same opportunity to request flexible hours or work-from-home options, businesses can foster an environment of equality and mutual respect. This inclusive approach to flexibility not only improves morale but also encourages long-term retention by demonstrating that every team member’s needs are valued.

For example, some forward-thinking businesses have implemented universal flexibility policies, where all staff are empowered to propose schedules that fit their lives, without hierarchy-based privileges. This has proven to enhance employee satisfaction, reduce burnout, and even boost productivity. When employers offer true flexibility across the board, it demonstrates a commitment to their people, not just their bottom line.

Looking for more insights on adapting to flexible work arrangements? Check out our article on the challenges of hybrid work.

2. Creating a Parent-Friendly Workplace

A supportive workplace culture goes beyond flexible hours. It’s about creating an environment where parents feel valued and supported. Many New Zealand businesses are already making strides by providing dedicated spaces for breastfeeding, offering on-site childcare, or allowing parents to bring their children into work occasionally.

Take inspiration from global leaders: Vodafone’s paid reduced hours for new mums or Patagonia’s childcare provisions. While not every business can offer these benefits, even small gestures like a private room for pumping can go a long way. Adecco’s expertise in aligning business needs with employee wellbeing means we can help organisations implement these initiatives seamlessly.

3. Stay Connected: Keeping in Touch Days

Returning to work after months away can feel daunting for parents, but New Zealand law allows employees to work limited hours during their paid parental leave. These “keeping in touch” days can be used to stay updated on work developments, attend training sessions, or simply re-familiarise oneself with the team.

For businesses, maintaining communication with employees during leave is critical to ensuring a smooth return to work. A quick email update or casual catch-up can make parents feel included and valued. As a recruitment partner, Adecco supports businesses in fostering ongoing communication strategies that enhance both engagement and retention.

Read more about creating strong employee engagement strategies in our article on navigating a candidate-rich market or embedding CSR in NZ’s evolving business landscape.

4. Tailored Solutions for Parents’ Re-entry

Every parent’s experience returning to work is unique, which is why a one-size-fits-all approach doesn’t work. Offering tailored solutions can make a world of difference in helping employees transition smoothly back into the workforce. One effective approach is allowing returning parents to come back part-time for a set period. This phased return provides the flexibility to balance their new family responsibilities while gradually increasing their work hours as they feel more comfortable and capable. This approach supports the wellbeing of the parent and helps them re-engage with their professional role at a pace that works for them.

It’s also critical to consider practical needs such as training refreshers and mentoring during the re-entry period. These strategies help ensure the transition is successful not just in terms of productivity but also in boosting the employee’s confidence. Employers can benefit from offering re-onboarding sessions and upskilling opportunities, which allow returning staff to get up to speed with any changes that occurred during their absence.

Creating a tailored re-entry path fosters loyalty and long-term engagement. By demonstrating flexibility and understanding, employers can build a culture that values staff wellbeing and retention, helping parents feel supported at a key time in their careers. Adecco is here to support businesses in implementing mentoring and re-entry programs that benefit both employees and employers.

5. The Future of Parental Support in the Workplace

The future of work is one where family and career no longer have to compete. As businesses in New Zealand adapt to new norms, they need to be proactive in supporting their workforce. This includes rethinking policies, offering practical support, and ensuring parents have the resources they need to thrive.

At Adecco New Zealand, we’re dedicated to making the future work for everyone. Our recruitment expertise and commitment to creating flexible, inclusive environments make us the ideal partner for employers looking to attract and retain top talent.

Discover more about how to support employee wellbeing in our latest articles.

Conclusion

Supporting parents in the workplace is not just a matter of compliance; it’s about fostering a culture of inclusivity and respect. Businesses that invest in their employees’ work-life balance see improved retention, engagement, and productivity. Adecco New Zealand is here to help businesses navigate this journey, ensuring they have the right talent and policies in place to support working parents effectively.

If you are looking for help finding the right people for your business, reach out to us today, or pop in to one of our locations nationwide.