Have you got people working for you who are expectant or new parents? It’s important to recognise that they have different needs to other employees, and you as their manager should emphasise the need for supporting parents in the workplace.

Did you know there is a 9 in 10 chance new mothers will struggle with the return to work? Are you aware there is a 1 in 5 chance they may find it necessary to leave the workforce after having a baby?

The cost of replacing an employee is estimated at 30k, including recruitment and training costs plus up to 24 weeks lost productivity whilst new recruits get up to speed.

Research suggests that organisations that have more women in senior positions perform significantly better than those that don’t.  Therefore there are considerable advantages to preserving the female talent pipeline.

Shockingly 70% of new mothers now report experiencing mental health problems during or after pregnancy  As many as 1 in 3 dads also suffer, but most parents are suffering in silence as only a fifth seek medical support. 1 in 10 parents say their perinatal mental health negatively impacted their work performance.

7.6% of sickness absence is attributed to stress, depression, and anxiety annually in the UK. This equates to 14.3 million lost working days per year. Analysis by Deloitte, found that poor mental health costs UK employers up to £45 billion each year. For every £1 spent by employers on mental health interventions they’ll get £5 back in reduced absence, presenteeism and staff turnover.

Parental leave can pose worries for employers and for the individual.  At WorkBabyLife, we offer a series of workshops and one to one sessions to support organisations to better manage these transitions and retain talent.

Who is it for?

Anyone who is a manager of someone going on maternity, parental or adoption leave, and managers who want to upskill in preparation to support their employees.


During the workshop we will consider:

1. The challenges for parents and organisations
2. How to recognise and encourage transferable skills
3. How to support employee engagement including issues relevant to each period:

  • Announcement
  • Pre leave (2 months prior to leave)
  • During leave
  • Pre return (2 months before return)
  • Initial return (first 2 weeks back)
  • Post return (up to 12 months post return)

Workshops are run in small groups to allow space for participants to ask questions, share feelings, worries, and experiences, developing ideas for best practice, and top tips.


  • Managers feel able to better support their employees helping to retain their skills for the organisation.
  • Participants will leave with a better understanding of the challenges faced during this phase. They will have gained the knowledge of how to support employees at each stage during this transition.
  • They will also leave with a support network of other managers to work with as they continue the journey.

How the workshop is delivered:

  • Duration: 3 hours
  • Online
  • Number of Attendees: up to 10

Want to create a more supportive and inclusive workplace for your employees? Find out how Bloss can help.


Enquire Now: [email protected]

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