A Real-World Example of How Interim Coverage Works During Parental Leave
This article originally appeared in Employee Benefit News (EBN) on January 14, 2026. Written by Lee Hafner. Republished and lightly adapted for clarity and length.
Fran Rugo’s specialized marketing role wasn’t something that could simply be put on pause during maternity leave. To ensure her work — and her team — stayed supported, her employer, global AI-driven marketing company Anteriad, partnered with Mother Cover to bring in an experienced interim professional with the right expertise to step in during her absence.
“My role is specific and unique,” Rugo shared. “When management approached me about having Mother Cover take over while I was on leave, it was a no-brainer. If I could have that support — and the team could have that support — in a way that felt seamless, that was incredibly reassuring.”
Mother Cover provides interim coverage for professionals during parental, medical, and caregiving leave. Its network includes senior-level operators, typically manager level and above, who can step into roles across marketing, operations, HR, finance, product, and strategy. The goal is simple: preserve continuity while protecting the careers and wellbeing of people taking leave.
Planning for a seamless transition
Preparation was a critical part of the process. In late January 2025, just ahead of starting her leave, Rugo worked with Mother Cover to review transition documents, outline the responsibilities of her role, and flag key initiatives scheduled during her absence. She also completed a detailed brief to ensure the interim professional could step in with context and confidence.
That preparation gave Rugo peace of mind before she stepped away — and the freedom to fully disconnect once her leave began.
While on leave, Rugo chose not to receive work updates, focusing instead on her recovery and adjusting to life as a first-time mom. Her son, Theodore, was born in February. When she returned to work in May, Mother Cover facilitated a structured two-week re-entry period, including detailed documentation and meetings that brought her fully up to speed on what had happened while she was away.
“I was able to be immersed in my 12-week leave experience,” Rugo said. “My only job was to heal and get to know my baby — and myself in this new role as a mom. When I came back, I could onboard myself back into my role knowing my team had been supported the entire time.”
Benefits for employees and the business
The impact extended beyond Rugo herself. Knowing her role was covered brought confidence to her managers and colleagues as well.
“I felt very comfortable that we had the right person filling in,” said Lynn Tornabene, Chief Marketing and Product Officer at Anteriad. “The handoff was handled extremely well. There was a clear plan for what would be covered, when, and by whom.”
Tornabene also highlighted the importance of the re-onboarding phase — not just for the employee returning from leave, but for the broader team.
“It wasn’t only about onboarding the person back into the role,” she explained. “It was also advisory for the team — helping them be thoughtful and sensitive to that transition.”
Because coverage and re-entry were handled with intention, work stayed on track and the team was able to regain its rhythm quickly. Tornabene noted that while some leaders may consider relying on automation or AI when someone is out, investing in experienced interim talent sends a powerful signal.
“Bringing in a skilled professional shows employees that both their work and their wellbeing are valued,” she said.
Rugo agrees — and says the experience deepened her loyalty to her employer.
“Having someone come in and help shows that management truly cares,” she said. “Not just about the role, but about you as a person. I wish this were the norm in the U.S. Knowing you’re supported like that is invaluable.”
Employee Benefit News (EBN) is the primary media resource for decision makers in the worlds of employee benefits, human resources and workplace culture. As the dynamics of these spaces continue to shift and become increasingly complex, EBN delivers expert insights to allow business leaders to navigate their industries with agility. From helping benefits managers meet the challenges of reducing care costs and improving retirement plans to providing HR leaders with guidance on building a talented and diverse workforce, EBN drives the conversation and delivers the research and analysis to help readers support their companies’ objectives.
