The Post-Leave Cliff: Why New Parents Fall Off — And How to Catch Them

As so many new parents know, parental leave isn’t the hard part.

Coming back is.

While the fight for paid leave is still rife with issues, some companies have figured out how to send employees off on parental leave with some level of care. But what happens after that leave ends? For many new parents, it’s not a gentle reentry, it’s an emotional, stressful, scary freefall.

And THIS is what we call the post-leave cliff.

Parental Leave Is Just the Beginning

Taking leave is a moment of pause — a pause to recover (for the birthing parent), to connect (for both parents), and to support (for the non-birthing parent). But returning? That’s a moment of pressure. And the weeks and months after a parent comes back to work are often the most fragile (yet most overlooked) phase in the entire parenthood journey.

Instead of just focusing on getting people out the door and into their parental leave, companies should focus just as hard on the return. 67% of women who had "very positive" return-to-work experiences after parental leave reported coming back equally or more engaged than before their leave. The companies who keep top talent long term focus on how new parents come back in.

What Is the Post-Leave Cliff?

The post-leave cliff is the steep drop-off we see in performance, wellbeing, and retention when new parents return to work without structured support. 

We’re talking about the high-performer who comes back and suddenly questions everything. And the manager who doesn’t know how to check in (and so doesn’t.) And the rockstar employee who feels like they’re starting from scratch but are expected to pick up right where they left off. 

But get this: this cliff doesn’t just affect parents. It affects team dynamics, morale, and the company’s long-term talent pipeline.

Why It Happens

What many companies might not realize is that the post-leave cliff isn’t inevitable, it’s systemic. It happens because of preventable gaps, including:

1. Lack of Reintegration Support

When a leave ends, a new parent is often still recovering physically, dealing with a completely new dynamic at home, is worried about their new baby, and also struggles to figure out how they’ll manage all of that while attempting to be a solid employee again. When leave ends, it’s back to inbox zero and status meetings, with zero acknowledgment of the massive personal shift that just occurred.

2. Misaligned Expectations from Managers

Without guidance, many managers either overcompensate or expect business-as-usual — neither of which sets the employee up for success. The effectiveness of managers during the parental leave process is correlated with positive outcomes. And the result? Better team dynamics.

3. No Time to Process

New parents often don’t have space to mentally or emotionally adjust. They’re expected to perform at full capacity while silently juggling an entirely new identity and responsibility. It causes a shock to the system, and it’s no wonder so many new mothers choose to quit shortly after returning from maternity leave. (One third actually leave within 18 months of returning to work.)

And yet, all of these dynamics are preventable.

How to Catch Them

Despite what many company leaders might think, preventing the fall off the post-leave cliff doesn’t require a massive investment. But it does require intention, structure, and a little humanity.

Offer Transition Coaching or Peer Mentorship

Connect returning parents with coaches or peers who’ve been through the experience of returning to work post parental leave. Even a few conversations can help normalize the experience and improve confidence.

Re-onboard Like It’s Day One

Don’t assume people can just pick up where they left off. Treat return-to-work like a re-onboarding process: clarify priorities, reconnect with team culture, and reset expectations.

Adjust KPIs in the First 90 Days

Performance targets shouldn’t ignore reality. Smart companies recalibrate goals and timelines to reflect the transition period, without compromising growth or impact.

What Great Companies Are Doing

Forward-thinking organizations aren’t just offering longer leave — they’re focusing on better returns.

• McKinsey & Company has developed a global “reboarding” program for parents returning from leave. This program features a phased reintegration plan, allowing parents to gradually resume client work, and includes one-on-one support and coaching.

• Patagonia, long known for family-first policies, pairs generous leave with ongoing parenting support and onsite childcare, turning working parents into long-term leaders.

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These aren’t “nice to haves.” They’re strategic retention moves that work.

Let's Take the Next Step Together

Want a return-to-work process that sets new parents up to stay? CARRY™ can help.

We partner with companies to design return-to-work experiences that build confidence, connection, and long-term commitment, for both parents and the teams around them. Book a consultation with CARRY™ Consulting today to walk the walk.