Supporting New Parents: Essential HR Policy Updates for UK Organisations

As an HR professional, you play a crucial role in fostering a supportive work environment for employees transitioning back to work after becoming parents. The Chartered Institute of Personnel and Development (CIPD) emphasises the importance of updating and introducing policies that accommodate the unique needs of new parents.

Let's explore key areas where your HR policies may need revision to ensure compliance with best practices.

1. Flexible Working Arrangements

The CIPD recommends updating flexible working policies to support new parents. Consider:

• Offering a variety of flexible working options (e.g., part-time, job-sharing, compressed hours)

• Streamlining the process for requesting flexible working arrangements

• Training managers on handling flexible working requests fairly and consistently

  
  

2. Parental Leave Policies

Ensure your parental leave policies are up-to-date and clearly communicated:

• Review and update maternity, paternity, adoption, and shared parental leave policies

• Consider offering enhanced pay packages beyond statutory requirements if possible

• Implement a clear process for employees to request and manage their leave
  

3. Return-to-Work Support

Introduce or enhance policies that ease the transition back to work:

• Implement a phased return-to-work programme

• Offer 'keeping in touch' days during leave periods

• Provide re-onboarding support for returning parents, such as a buddy scheme, return to work coaching or a work mentor. 
  

4. Breastfeeding and Lactation Support

The CIPD advises creating policies that support breastfeeding mothers:

• Designate private, hygienic spaces for expressing milk

• Allow for additional breaks for breastfeeding or expressing milk

• Provide refrigeration facilities for storing expressed milk
  

5. Childcare Support

Consider introducing policies that address childcare challenges:

• Offer information about local childcare options

• Explore the possibility of providing childcare vouchers or on-site childcare facilities

• Specify any tax implications for childcare benefits
  

6. Mental Health and Wellbeing

Recognise the potential mental health challenges new parents may face:

• Update policies to include specific support for postnatal mental health

• Offer access to counselling services or employee assistance programmes

•  Train line managers to recognise and support employees experiencing difficulties

  
  

7. Career Development and Progression

Ensure that becoming a parent doesn't hinder career growth:

• Review promotion and performance evaluation policies to avoid bias against those who've taken parental leave

• Offer 'returnship' programmes to support those re-entering the workforce after extended leave

• Provide training opportunities that accommodate the schedules of working parents
  

Updating these HR policies will create a supportive framework for employees returning from parental leave.  

Remember to:

1. Regularly review and update these policies to ensure they remain relevant and effective.

2. Communicate policy changes clearly to all employees, not just new parents.

3. Train managers on implementing these policies fairly and supportively.

4. Collect feedback from returning parents to continuously improve your support systems.

By updating these key policy areas, HR professionals can create a more inclusive and supportive environment for new parents. Remember, the CIPD emphasises that these policies should be regularly reviewed and updated to reflect changing legislation and societal expectations. Implementing family-friendly policies not only supports your employees but can also enhance your organisation's reputation, improve retention rates, and boost overall employee satisfaction.

As you revise your policies, don't forget to consult with your employees, especially those who are new parents or expecting. Their insights can be invaluable in creating truly effective and supportive policies.

If you’d like to find out more about the coaching programmes that we offer, please get in touch for an introductory conversation. 

My colleague Sarah Turner and I have been busy creating content highlighting the importance of organisations providing support for working parents. As part of this, we created this video series exploring the entire journey of maternity leave, from before the leave starts, through to preparing to return and then the first few months back at work. If you or your organisation would like to understand more about how to support your employees as they take parental leave, please get in touch.  

This blog post is a collaboration between Maternity Coaches Laura Duggal and Sarah Turner. They are working together, sharing their experiences and bringing the best of their joint advice and knowledge to you.