Across today’s knowledge-driven organizations, we invest heavily in policy and perks—but often leave the people charged with executing them on their own. Parental leave, in particular, is too frequently treated as an HR checkbox rather than a leadership moment. Managers receive little guidance or training, and the result is worrying: employees return feeling lost, uncertain of priorities, and disconnected from their teams.

71% Return with No Plan

71% of returning parents report they did not receive a sufficient re-onboarding plan from their manager. (Source)
Why It Matters: Without clear expectations, handover updates, or a detailed re-entry roadmap, returners spend weeks—or months—playing catch-up. That undermines both their confidence and your team’s performance.

60% Say Their Organization Falls Short

60% of new mothers describe their employer’s support for parental leave transitions as less than “effective.” (Source)

Why It Matters: It’s not enough to offer leave; what defines the experience is what happens before, during, and after. When organizations fail to equip managers, they accept disruption—and risk losing top talent.

2.5× More Positive Experiences with Structured Support

Employees who received a structured re-onboarding plan are 2.5x more likely to have a positive parental leave experience in the workplace than those without, and they are more likely to stay at the company longer. (Source)
Why It Matters: Manager-led planning isn’t just a nice to have—it drives measurable improvements in satisfaction, engagement, and retention. A little planning pays dividends in loyalty and output.

What Great Leave Leadership Requires

1. Culture of Support: Leaders must signal that caring for life events is strategic work—not a side show.

2. Manager Enablement: Training, templates, and clear guidelines empower managers to plan coverage, handoff work, and conduct re-onboarding.

3. Budget & Resources: Allocating funds for temporary support (contractors, backfills) prevents overload and maintains momentum.

Takeaway

Parental leave isn’t a compliance exercise—it’s a test of leadership. When managers are prepared, employees don’t just return; they thrive.

MVP Focus & Impact

Insights like these form the foundation of Kundra’s upcoming Minimum Viable Product (MVP). By embedding these proven elements—structured re-onboarding plans, clear manager workflows, and real-time visibility—into our MVP, we ensure early adopters experience immediate improvements in business continuity, performance guarantee on return, and employee retention. Our MVP is designed to accelerate managers from planning to action, so organizations can quickly validate impact and scale best practices.

Want to build a workplace where leadership and life transitions reinforce one another? Let’s talk.