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Returning from Parental Leave

Returning from Parental Leave

In the discussion led by Pamela Corbin-Audoux and Juliette Abbona, the speakers emphasize the importance of leadership and effective team management when an employee returns from parental leave. They advocate for a supportive approach that balances the employee's need for reduced responsibilities with the company's values. Key aspects include proactive communication and ensuring smooth transitions, such as early handovers and checking in with employees before their return. This thoughtful management not only fosters a caring environment but also aligns with the company's career plan values. By addressing these factors, organizations can enhance employee reintegration and overall morale. According to Pamela Corbin-Audoux and Juliette Abbona, the goal is to create a seamless return process that respects individual circumstances, including sensitive situations like perinatal loss. Don’t miss more tips and insights on effective leadership in the full episode.

2026·Season 1·Episode 6Highlight
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Pamela Corbin-Audoux & Juliette Abbona · Executive Leader · HR Business Partner at Factorial

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Transcription

00:09

Question 1: An employee comes back from parental leave, but no longer wants to take on new responsibilities. What would you do?

00:16

A: Support the change.B: Challenge the decision.C: Stay the course. D: The Joker.

00:26

Not an easy choice.I'm a bit torn.I think I'll go with B: challenge the decision.

00:35

Not an easy choice.I think I'll take the Joker.

00:51

So, for my part, I chose D,the Joker, because I went back and forth between answer A and answer B.

00:59

So, supporting the change, it seems to me, and challenging the decision,because for me, the return is truly a mix of both:on one hand supporting the change, which seems important to me,and challenging the decision — I wouldn't say challenging,but rather questioning — understanding the why and the underlying causes.

01:22

I'll take the example of a woman who is pregnant and due to start maternity leave on a certain date.

01:28

We rarely start maternity leave on the planned date.

01:30

It can happen earlier, it can happen a bit later.We make sure that any handover that needs to happen — whether handing off to a new person or redistributing within the team the tasks of the person leaving — is not done two days before the expected departure date, but well in advance, so the transition is as smooth as possible for everyone.

01:50

That means, for me, these questions about new priorities or not wanting to take on new responsibilities — these are also questions that, for me, should be defused well in advance with a departure that would have been supported — to use the word — in a caring, organized, and as controlled a way as possible.

02:12

And that provides enormous reassurance — having that framework.

02:14

Likewise, when someone comes back, not to come back and find themselves without a computer, without a desk, or out of the loop, without access.

02:23

How do we make sure that beforehand, we've at least made a call to the person to ask how they are, how's the baby?

02:32

There are also situations sometimes where there has been a perinatal loss.

02:39

So how do we also make sure that when the person comes back to work, we don't ask them about their baby or ask them to show photos when in fact they've just been through a tragedy.

02:48

For me, these are things that need to be taken into account in the overall support.

02:52

It's not just about the moment when the person returns — it's about how we support them in leaving, how we support them during their leave,without harassing them, because that's not the point.

03:01

And then, how we support them to return smoothly and reintegrate into the company gently.

03:11

Question two.What approach should you take with an employee who is raising a child alone?