Purpose
Returning to work after welcoming a child can be both exciting and challenging. Supervisors play an important role in helping employees successfully transition back to work while maintaining productivity, engagement, and a positive employee experience.
This guide outlines recommended practices for supervisors and employees before, during, and after an employee returns from parental leave.
Key Principles
- Welcome employees back in a supportive and inclusive manner.
- Avoid assumptions about availability, career aspirations, workload capacity, or future plans.
- Maintain open communication and flexibility where operationally feasible.
- Ensure employees understand available workplace resources.
- Respect privacy regarding medical, family, and childcare matters.
- Focus on performance expectations while supporting a successful transition.
Approximately One Month Before Return
Schedule a return-to-work check-in 3-4 weeks before the anticipated return date. Confirm return date, discuss schedule, flexibility, accommodations, workplace needs, lactation resources, technology needs, and team updates.
Preparing for the Employee's Return
• Ensure building, computer, email, and system access are active.
• Prepare project, staffing, policy, and organizational updates.
First Week Back
• Hold a welcome-back meeting.
• Review priorities, expectations, and available resources.
• Set realistic expectations and support a gradual transition where feasible.
Lactation Support
• Familiarize yourself with available lactation spaces and policies.
• Support reasonable break scheduling and protect employee privacy.
• Ensure employees know how to access lactation accommodations.
Flexibility and Transition Support
• Discuss childcare transitions, appointments, and workload management.
• Focus on outcomes and provide flexibility when operationally feasible.
One-Month Follow-Up Check-In
• Schedule a 30-day check-in to discuss workload, transition success, barriers, and support needs.
Creating an Inclusive Environment
Best Practices:
• Welcome employees back warmly.
• Include employees in meetings and team activities.
• Provide updates without overwhelming them.
• Offer support while respecting boundaries.
Avoid:
• Assuming employees want reduced responsibilities.
• Assuming employees are less committed to their careers.
• Asking intrusive medical questions.
• Referring to parental leave as a vacation.
Supervisor Checklist
Before Return:
□ Contact employee 3-4 weeks before return.
□ Confirm return date and schedule.
□ Review lactation resources and workplace needs.
□ Ensure technology and building access are active.
First Week Back:
□ Conduct welcome-back meeting.
□ Review priorities and expectations.
□ Connect employee with support resources.
First Month:
□ Conduct 30-day check-in.
□ Address concerns or barriers.
Sample Supervisor Welcome Email
Subject: Welcome Back
Hello [Employee Name],
We are excited to welcome you back on [date]. As your return approaches, I would like to schedule a brief meeting to discuss your transition back to work, answer any questions, and ensure you have the resources you need for a successful return.
We look forward to having you back.
Best,
[Supervisor Name]
Organizational Information for Supervisors and Employees:
Lactation room locations by building:
- CIRES Room #234
-
DSRC Room #3B138
- CIRES contact for questions/logistics: Lucia Harrop lucia.harrop@colorado.edu
- RL-2 Room #263
- SEEC Room #S120
- CU Boulder Lactation Rooms Map
Leave and benefits contacts
- CU Boulder leave website
- Email CU Leave Team: ucbleavequestions@colorado.edu
HR contact information
- Email CIRES HR: cireshr@colorado.edu
Work modality information
- Employees can update work modality agreements here: Work Modality Agreements - CIRES
Campus or organizational support resources