Returning to work after parental leave can be emotionally and logistically challenging. Parents—mostly mothers—often face guilt and numerous emotional hurdles. There are also childcare issues and the stress of balancing work and family. Navigating biases in the workplace while trying to rebuild your professional identity can be quite challenging. Some parents would like to stay longer with their children, but policies or finances don’t allow it. Others might not want to stay longer, but the culture in which they live prevents them from being honest about that.
In this article, I will address the two most common challenges: emotional and mental health issues, and logistical difficulties. I will also offer some ideas on how to make the return less painful for everyone involved.
Emotional and Mental Health Challenges the Family Faces When Everyone Returns to Work
Returning to work after parental leave can be an emotionally complex and mentally exhausting experience, particularly for mothers. One of the most common feelings is guilt. Mom guilt—a well-known and widely discussed phenomenon—is a deep, often overwhelming feeling many mothers experience, especially when returning to work. It stems from the belief that they’re not doing enough for their child, whether it’s because they’re leaving them in childcare, missing milestones, or simply wanting time for themselves or their careers. This internal conflict is often intensified by societal expectations that mothers should prioritize caregiving above all else. Even when mothers know they’re making the best choice for their family, the emotional weight of guilt can linger, affecting their confidence, mental health, and ability to fully enjoy both parenting and work.
In addition to guilt, many mothers experience anxiety about whether their baby will adjust well to new caregivers or if their bond will be affected by time apart. These emotional pressures can lead to increased stress levels and even symptoms of postpartum depression or anxiety—challenges that are often overlooked or minimized in the rush to “return to normal.”
The transition back to work can also affect a mother’s sense of identity. After months focused on caregiving, many struggle to reconnect with their professional selves. There may be fears of falling behind in career advancement or being perceived as less committed—especially in competitive work environments. This fear can lead to overcompensation, with mothers pushing themselves too hard and risking burnout.
Returning to work for fathers after their child is born is often seen as routine, but it comes with its own emotional and practical challenges. While societal norms expect men to return to work quickly—sometimes within days—this can deprive fathers of meaningful bonding time with their newborns. Many experience a quiet sense of loss, stress, or guilt for not being more present during the early weeks of their child’s life. And it’s not only societal norms that expect a prompt return—it’s also the laws and corporate practices, as fathers are usually given very little time off, if any.
Fathers may also face a shift in identity as they balance the pressure of being a provider with the desire to be an involved parent. The traditional idea that men should remain focused on their careers makes it difficult for them to request flexible hours or take full parental leave, even when it’s available. This lack of workplace support increases stress and limits their ability to share caregiving responsibilities equally.
Emotionally, new fathers may feel overwhelmed, tired, or uncertain—especially if they’re also supporting a partner recovering from birth. Without open conversations or recognition of these challenges, many bottle up their emotions, which can affect their mental health.
Logistical Challenges of the Return
Returning to work after parental leave brings a range of logistical challenges that significantly affect both parents. One of the most immediate concerns is arranging reliable, affordable, and quality childcare. Beyond the emotional difficulty of leaving a young child in someone else’s care, coordinating drop-offs, pick-ups, and adapting to the child’s needs adds to the complexity.
Parents must also manage a new daily routine that includes balancing work responsibilities with household duties, often while sleep-deprived and adjusting to a new family dynamic. Another challenge is communication and coordination with partners or co-parents—especially when both are working. Without clear planning, flexibility, and open communication, shared responsibilities can become a source of tension.
At the workplace, inflexible schedules, limited part-time options, or unsupportive management can create additional stress. Parents may feel pressure to “prove” themselves, even when they’re still adjusting to their new roles at home.
How Can We Support the Return?
Easing the return of parents after parental leave requires a combination of supportive workplace policies, cultural understanding, and practical resources. One of the most effective measures is offering flexible work arrangements. This includes part-time options, remote or hybrid work, and flexible hours that allow parents to better manage childcare responsibilities and adjust to new routines without sacrificing their careers. However, we all know this isn’t possible for every family—many simply can’t afford to live on a smaller income. In those situations, it’s important to maintain flexibility and focus on achieved goals, not time spent in the office. A global talent shortage has already encouraged many companies to get creative—and rightly so—in finding ways to support parents.
Clear communication between employers and returning parents is also essential. Setting up return-to-work plans in advance—including phased returns or reduced workloads during the first few weeks—can ease the transition. Designated HR support or a return-to-work coordinator can provide valuable guidance and ensure expectations are realistic and respectful of parents’ needs.
Creating a family-friendly workplace culture is equally important. Normalizing parental leave for both mothers and fathers, celebrating caregiving roles, and providing peer support groups can make a significant difference in how parents experience their return. Encouraging open conversations about work-life balance helps reduce stigma and stress.
Mental health support should not be overlooked. Access to counseling, employee assistance programs, and a non-judgmental environment can help parents cope with emotional challenges such as guilt, anxiety, or identity shifts.
Lastly, involving both parents—regardless of gender—in these policies and conversations promotes shared responsibility at home and equity in the workplace. By taking a holistic, empathetic approach, organizations can not only support parents’ well-being but also boost employee satisfaction, retention, and productivity in the long term.
Author: Jovana Ružičić, psychologist