Returning to Work from Family Leave – Guidance for Managers

• Offer an informal conversation before leave begins to discuss any questions or concerns they may have about their upcoming leave.
• Provide an opportunity to discuss work and handover plans.
• Give the member of staff an opportunity to share preferences about communication while away (updates, priorities, or no contact at all).

• Explore the option of using “Keeping in Touch” (KIT) or “Shared Parental Leave In Touch” (SPLIT) days towards the end of the leave period as a supportive way to help staff re‑familiarise themselves with the workplace on their return. These days can only be arranged with the line manager's prior agreement and are optional for both parties. They can provide a helpful opportunity to ease the transition back to work.

• With the staff member’s agreement, consider checking in around 1-2 months before the planned return to discuss timing, handover of work, and any support they may find helpful.
• Use this as an opportunity to acknowledge the challenges of adjusting back to work and reassure them that flexibility is available.
• Meetings can be remote or face‑to‑face, depending on what feels easiest for both parties.
• Explore flexible options together (part‑time hours, using annual leave, remote work, or staggered schedules) to ease the transition. For example, adjusting start times to accommodate nursery drop-offs or supporting feeding transitions. The Flexible Working Policy provides more information about the different options.
• If a part-time return has been agreed, managers should work with the team to ensure responsibilities are adjusted in advance, so the staff member feels supported from day one

• Offer a warm welcome on the first day, with a short 1:1 meeting to reconnect and share organisational updates.
• Invite staff to share any adjustments that would help them feel more comfortable (e.g., the use of nursing rooms).
• Where possible, be mindful of scheduling demands, recognising that new parents may have additional responsibilities outside of work.

•  After a few weeks, managers are encouraged to check in with the staff member to see how they are settling back in. This can be a good opportunity to discuss any challenges around workload or family commitments, and to consider whether objectives or responsibilities need adjusting - particularly if the staff member has returned on a part‑time schedule.
• Be mindful that employees returning from family leave may need additional time to adjust to new routines. The early years of parenting can also bring unexpected absences due to illness. Managers can support staff by showing understanding and signposting them to relevant policies that provide reassurance and guidance.

Managers are also encouraged to access the external online P&P Coaching Portal that provides concise guidance to managers supporting a staff member in their return to work. Further information can be found on the Parent Portal web page or by emailing parents@imperial.ac.uk.