When a child is born, and on the condition that they have at least one year of seniority in the company, many parents choose to take parental leave, thereby suspending their professional activity to devote time to their family. When they leave, and during their absence, companies are therefore forced to adapt. Beyond the obligation, companies that support their employees upon their return find themselves winners: better relations between employees reduced mental load, etc. 99% of employees believe that a company’s HR policy should include support for parenthood [1]. So, as a manager, what does parental leave involve and how can you facilitate the employee’s return to work?
Good to know
Parental education leave is aptly named. The employee can request parental leave when a child is born or adopted to take care of him or her and educate him or her. Unlike maternity or paternity leave, parental leave is optional and begins after the end of these leaves. It lasts one year and can be renewed up to 3 times. Thus, some employees are absent for 3 years, until the child’s 3rd birthday.
Parental leave: the manager’s duties and obligations
During the leave, the employee is not paid by his company except for contractual provisions. The basic allowance for the young child reception benefit (Paje) is paid by the CAF (Family Allowance Fund) subject to resource conditions, and can also be supplemented by the shared child education benefit (PreParE). On the other hand, the employer is subject to several obligations:
- He cannot refuse a request for parental leave or a request for an extension (provided he is informed at least 1 month before the start of the leave by registered letter or against receipt in the case of a letter delivered by hand)
- He does not have the right to ask the employee to interrupt his parental leave.
- Upon his return, the manager must ensure that the employee returns to the job he had before leaving and his remuneration, otherwise, the employee is entitled to request termination of the employment contract.
- He must also ensure his reintegration into the team and the company.
- And he must organize a professional interview with the employee.
3 practical tips for preparing employees for their return to work after parental leave
1 Reintegrate your employees smoothly
Reintegrating the employee into their team is an obligation of the manager and the HR team. It is also an opportunity to establish new solid working foundations. You can gradually give them back missions and set up flexible hours. Don’t hesitate to debrief them on the progresofon the file they were following before their leave. To recreate a bond with their colleagues, introduce them to the recruits, for example. Make sure they feel included, both professionally and relationally! Why not plan a return snack, making sure to include your employees’ children? Flexible hours, special arrangements, breastfeeding room,
2 Schedule a professional recovery interview
The professional return-to-work interview is also an obligation imposed by Article L. 6315-1 of the French Labor Code. This interview serves to reassure the employee about their reintegration and to agree on the terms of this rehabilitation. It is also the time to discuss certain special provisions related to the return to work (breastfeeding room/break, flexible hours, teleworking, etc.). It helps ensure the employee’s good return to work so that they can resume their duties directly and without difficulty. Take advantage of this opportunity to show that you are listening to their needs and prove that you have their concerns at heat.
3 Reserve a place in a crèche for your employee
Some employees are forced to take parental leave because they have no childcare solution for their child under 3 years old. Indeed, nursery places are in high demand, with demand exceeding supply: in France, 230,000 children do not have a place in a nursery [2]. Contributing to the financing and reservation of nursery places for employees’ children means providing essential support to parents returning from parental leave. You demonstrate your commitment to promoting parenthood in the workplace and concretely promote the balance between family and professional life. Choisir Ma Crèche supports you in reserving inter-company nursery places. Choose a turnkey solution to promote the peaceful return of your employees after parental leave!