Are you watching valued team members struggle—and wondering what support is missing?
The transition into and out of parental leave is one of the most underestimated challenges employees face. It’s not just logistical—it’s emotional, cultural, and deeply personal. And research shows the stakes are high:
- Half of employees report a negative experience when returning to work after maternity leave.
- Nearly 3 in 4 new mothers feel significant anxiety during reintegration.
- 92% of working parents report burnout from balancing job responsibilities with caregiving demands, and 80% say their organization offers no support
- 44% cite workplace culture and 43% cite lack of flexibility as primary stressors, with one-quarter taking a stress-related absence within their first year back
- 59% of parents worry about missing milestones, and nearly 9 in 10 considered not returning to work at all
These aren’t isolated stories; they are systemic risks that threaten employee well-being, engagement, and retention.
Why it matters for organizations, and how Sixth Wing helps.
Returning to work after parental leave is about more than filling a seat. It’s about whether employees feel seen, supported, and able to thrive as both parents and professionals. Without intentional support, organizations risk losing not just talent, but future leaders.
That’s why Sixth Wing created:
The Parental Leave Flight Plan: A Coaching Guide to Navigate Parental Leave with Confidence
A structured coaching framework and workbook designed for the full arc of parental leave:
- Pre-Flight (Preparing for Leave): Clarify values, strengths, handoffs, and boundaries for peace of mind.
- In-Flight (During leave): Reflect, reconnect to identity, and build resilience without pressure to perform.
- Post-Flight (Re-Entry): Focused coaching across the first 90 days back to strengthen confidence, manage energy, set boundaries, and thrive as both parent and leader.
We don’t hand over scripts. We create open space for reflection and agency, helping employees design a re-entry that works for them and their families.
The business case is clear.
Organizations that support meaningful re-entry don’t just retain employees, they elevate them. They strengthen cultures of trust, reduce turnover costs, and nurture resilient leaders prepared for the next chapter of growth.
Parental leave is not a pause in leadership; it is a season of growth. With the proper support,
employees return not just ready, but thriving.
Interested in exploring this for your organization?
Here’s how to get started:
- Request a framework overview
- Schedule a discovery call with our team
- Pilot the program with a cohort of returning parents
Email us at admin@sixthwingllc.com
Let’s help your people navigate this transition with clarity, confidence, and long-term impact.
Sources
- People Management – Half of mothers report negative experiences returning to work after maternity leave, research reveals
- Phoenix Health – Transitioning back to work after maternity leave: challenges and solutions
- Maven Clinic – Working parent burnout report
- Society of Occupational Medicine – Promoting health and wellbeing in new mothers as they return to work
- The Sun – Parental leave: returning to work policies and support
Statistics compiled from external research sources listed above.
