A Manager’s Guide to Talking About Parental Leave
Parental leave is one of the most impactful—and vulnerable—moments in an employee’s career. But for many managers, navigating these conversations feels uncomfortable. What’s appropriate to ask? How do you show support without overstepping? What if you say the wrong thing?
The result? Silence. But silence isn’t neutral.
When managers avoid talking about leave, it can leave employees feeling unsupported, invisible, or even anxious about how their time away might affect their role or reputation.
At Mother Cover, we believe one of the most meaningful things a manager can do is talk about leave with clarity and care. Here’s how.
Start the Conversation Early (Even If You’re Unsure What to Say)
After you’ve shared your congratulations, it’s okay to feel a little unsure of what to say in the next conversation. What matters most is showing up. Opening the door early sets the tone for a supportive, collaborative leave experience.
Try this:
“I want to support you in taking the time you need. Let me know when you’re ready to talk through timing.”
“How are you feeling about the transition? Emotionally, logistically, or both?”
“Would you prefer to fully unplug during your leave, or would you like the option to stay loosely connected? Either way is absolutely okay.”
These questions invite your employee to share what they need without pressure—and without the assumption that they already have it all figured out.
Normalize Uncertainty and Offer to Help Explore Options
Many expecting parents—especially first-timers—don’t yet know what they’ll need. That’s normal. Your job isn’t to have all the answers. It’s to help them find clarity when they’re ready.
Supportive prompts might sound like:
“Would it help if I shared a few examples of how others on the team have transitioned into and out of leave?”
“Want to co-create a plan for your coverage, or would you like to draft a starting point and we review together?”
“We can build your return plan together—whether that’s a phased re-onboarding, time for reconnection, or a check-in cadence. We’ll adjust as we go.”
Even offering to help think through logistics can ease the mental load for a teammate who’s already managing a lot behind the scenes.
You Don’t Have to Be a Leave Expert
You don’t need to know everything about HR policies, legal entitlements, or re-onboarding strategies to be a great manager during a parental leave. What you do need is curiosity, empathy, and a willingness to listen.
Let your teammate know:
They don’t need to have all the answers.
Their role and value are secure.
You’re in their corner, and you’ll navigate the unknowns together.
The offer to support—especially when someone feels overwhelmed—can make all the difference.
Let’s Set a New Standard
When managers lead with empathy and clarity, leave transitions become an opportunity for loyalty, retention, and long-term team strength.
At Mother Cover, we help companies build leave programs that actually work—from sourcing interim and fractional backfill talent to guiding leaders through transitions with confidence. Because parental leave doesn’t need to be a career or team setback.
🌱 Temporary leave. Not permanent setbacks.
→ Need support for an upcoming leave? Let’s talk.
