Research has exposed gaps in return-to-work support for new parents as findings reveal that “anxiety is the norm, not the exception”.
The survey of 5,329 parents, who have returned to work in the last three years, found that 89 percent of parents felt anxious about going back to work after parental leave and 87 percent said the return to work was hard.
Almost three quarters (73 percent) said they didn’t get the support they needed and more than a quarter (26 percent) left their job because of this.
The findings are outlined in The Returning to Work report from Growth Spurt, a new initiative set up by Pregnant Then Screwed campaign founder Joeli Brearley.
The survey also asked respondents what would have improved the situation for them. Half of respondents said tailored expert parenting advice would have improved their mental health, with 44 percent saying it would have boosted their confidence and 35 percent expecting better productivity and focus at work.
“What’s interesting here is the workplace spillover effect. Parenting challenges don’t stay at home. They follow people into the office, affecting concentration, confidence, and overall performance. When someone’s struggling with sleep schedules, feeding routines, or developmental concerns, those worries inevitably leak into their professional headspace,” the report said.
The report emphasised the impact of targeted support, with 77 percent saying company support would have improved their sense of belonging to the business. Further results showed that 72 percent said that they’d expect targeted support to improve their mental health and 59 percent anticipate higher productivity.
The report said: “The belonging statistic is particularly powerful. When people feel genuinely supported through a major life transition, it creates deep organisational loyalty. The kind of connection that makes people stay, advocate, and go the extra mile.”
However, the research also revealed a striking disconnect between employers and employees. Nearly two thirds (65 percent) of respondents said their employer did not understand how difficult it is to return to work after having a baby.
In many cases, the burden fell on the returning parent to educate managers or HR about their entitlements and needs, adding further stress, the report said. One respondent noted: “I felt I had to drive the conversation of what I wanted e.g. a return to work plan, rather than this being suggested to me by work.”
The report said: “Support makes the difference between staying and leaving. Among those who didn’t return to their role, two-thirds said lack of employer support directly influenced their decision to leave. Only a quarter quit for other reasons despite having felt supported. This isn’t a marginal factor, it’s a decisive one. Failing to support returning parents drives attrition. For employers, the cost of doing nothing isn’t neutral, it’s a talent loss they could have prevented.”
