The secret to being a working parent has never been about balance. It's about juggling. And this juggling act starts right at the beginning.

Let’s talk about choice, equality, and what changes when dads take parental leave.

Returning to work after parental leave can feel like a second cliff. Most companies pour all their effort into offboarding and the transition into parental leave: the checklist, the handoff, the farewell lunch.

What about re-onboarding?

Since we work with companies across both the U.S. and Canada, we’re often asked: Are the challenges with parental leave the same in both countries?

Let’s be clear: parental leave is not a perk. It’s not a “look how generous we are” moment.

It’s business infrastructure.

This article is adapted from a 5-part series unpacking one of the most pervasive, yet rarely spoken, challenges facing working parents today — the fear of what parental leave might cost them.

For many women in leadership, there's spoken and unspoken pressure to take shorter maternity leaves, even when a company has a generous parental leave policy on paper. 

Parental leave isn’t just about the person taking leave. The ROI of an interim leader who keeps work moving without overburdening the team is clear.

"Isn't that illegal?"

Every time I post about getting fired at eight months pregnant, I can almost guarantee someone will ask that question.

Don’t replace her.

Nobody wants to be replaced. Especially when they’re going on leave.

Societal pressure to return to pre-motherhood norms as quickly as possible can feel confusing and incredibly stressful.

The LinkedIn post that unknowingly led to founding Mother Cover.