Returning to the workplace & re-entry programs: Supporting women after parental leave

For many women, returning to the workplace after parental leave is a pivotal career moment. The transition can be challenging, logistically, emotionally and professionally. Some forward-thinking companies in Berlin are designing structured re-entry programs to make that shift more inclusive and sustainable.

Keep reading to learn ways your company can better support women re-entering the workforce after parental leave.

Step 1: Provide a Structured Re-Entry Plan

Without a clear plan, returning employees may face role ambiguity and career stagnation.
Productsup integrates parental leave planning into its HR processes, ensuring employees know their re-entry timeline, responsibilities, and development opportunities before they return.

Step 2: Train Managers for Smooth Transitions

Re-entry success often depends on how prepared managers are for a parent’s return.
CoachHub incorporates manager training on reintegration strategies, including maintaining contact during leave and gradually ramping up workloads. This ensures both team performance and individual confidence remain high.

Step 3: Offer Flexible Work Arrangements

Flexibility is critical for balancing professional duties and family life after leave.
HelloBetter, a Berlin based digital health company, offers flexible schedules and remote-friendly roles, enabling parents to adapt their working hours to family needs without career penalties.

Step 4: Maintain Connection During Leave

Keeping in touch prevents parents from feeling disconnected from company culture and developments.
N26 offers optional updates during parental leave, including access to company newsletters and invitations to key social events so that employees can stay informed without pressure.

Final Thought

Re-entry programs are not just about welcoming someone back, they’re about ensuring that parenthood and career ambitions can coexist without compromise. Berlin companies like Productsup, CoachHub, HelloBetter, and N26 demonstrate that with structured planning, flexibility, and proactive communication, parental leave can be a stepping stone, not a setback.

Here at Cavendish Professionals, hiring isn’t just about filling roles, it’s about building high-impact communities that educate, empower and uplift individuals. Interested in hearing how we can help support your talent needs? Head over to our contact us page, or for specialist DEIB hiring, reach out to Francesca Pollard, DEIB Community Founder & Advisor/Principal Consultant specialising in the DACH region.