By Dr. Anne Welsh
When leaders think about parental leave or any extended employee absence, it’s often framed as a logistical challenge: a calendar event, a gap in the workflow, a disruption to manage.
But what if we shifted our perspective? What if we saw leave not as a disruption but as a leadership opportunity. What if we recognized it as a moment to model values, build trust, and demonstrate care at a systemic level?
What if we LED through parental leave, and simultaneously saw how leave can help our employees grow into leadership?
This shift is critical because how organizations and leaders approach leave sends powerful signals to the person going on leave, but also to the whole team, the broader culture, and future talent.
Why Leadership Around Leave Matters
Parental leave, caregiving leave and medical leave are deeply human experiences that intersect with work in profound ways. When a leader treats leave as an operational nuisance or sidelines it as “personal,” the message is clear: you, the human, are not welcome here. We only value your product.
On the other hand, when leaders normalize leave as a respected, planned, and supported transition, they communicate something radically different: we value you beyond your role. We believe in sustainable careers that integrate life’s realities.
This leadership moment shapes retention, engagement, and actually enhances productivity in the end. According to a 2023 McKinsey report, organizations that explicitly support working parents and caregivers through structured leave and return programs see significantly higher employee retention rates and engagement scores (McKinsey & Company, 2023).
Leave as a Leadership Moment: What Does That Look Like?
1. Initiate Early and Open Conversations
Good leadership means proactive planning, not reactive scrambling.
When an employee notifies you of upcoming leave, set up a conversation promptly. This gives you a moment to connect, to co-create a transition plan, and to communicate respect.
Be transparent about the process, clarify expectations, and reassure the employee that their role and contributions remain valued. This early touchpoint is a foundation for trust and belonging.
2. Normalize Leave in Team Communication
Leaders set the tone for the whole team.
How you talk about leave matters. Avoid framing it as “someone stepping away” or “vacation.” Use inclusive language like “parental leave,” “caregiving transition,” or “planned time for health and family.”
Share clear plans for coverage and encourage team members to support the transition. Normalize the leave as part of the rhythm of work, not an exceptional event.
This modeling helps reduce stigma and anxiety for all employees (current and future) around taking leave.
It also helps solidify the team. They are able to see leave as a chance to come together and support their colleague, rather than see it as a burden to take on alone.
3. Partner with HR and Coaches to Support Transition
Leadership doesn’t happen in isolation.
Engage HR early to ensure policies are clear and applied fairly. Where possible, connect employees with coaching or return-to-work resources that can support the emotional and practical complexity of reintegration.
At Phoebe, we see firsthand how coaching for managers and employees during leave phases transforms the experience and can turn a potential stress point into a growth opportunity.
4. Plan for a Thoughtful Return
The leadership moment extends well beyond the leave itself.
Before an employee returns, check in and co-create a reentry plan that balances work demands with personal capacity. This might include phased hours, flexible scheduling, or adjusted responsibilities.
A thoughtful return plan signals that you see the whole person and are committed to their success over the long term, not just in immediate output.
5. Celebrate the Transition
Leadership is also about recognizing milestones.
When someone returns from leave, celebrate it! Acknowledge the transition in a team meeting, offer public gratitude, and invite the employee to share any updates or needs.
Celebration normalizes leave as part of the life cycle of the team and reinforces that care and productivity coexist.
Overcoming Common Leadership Fears Around Leave
Many managers worry that supporting leave means losing momentum, burdening the team, or lowering expectations. These are understandable fears but often based on assumptions, not evidence.
Fear: “Work will pile up, and no one can cover.”
Reality: Thoughtful cross-training and delegation create resilience, and over time teams adapt better than expected. A combination of flexibility and planning lead to enhanced work flow and intention.
Fear: “I’ll lose my best people if I’m too flexible. They’ll take advantage”
Reality: Flexibility increases retention, loyalty, and discretionary effort.
Fear: “Supporting leave is extra work I don’t have time for.”
Reality: Investing early reduces burnout, turnover, and rework down the line.
What If You’re Not a People Manager?
Leave leadership isn’t only for direct supervisors. Senior leaders, HR partners, and peers also shape the culture.
Senior leaders who visibly support and talk openly about leave set a powerful example. HR professionals who design empathetic policies and communication tools create infrastructure for success. Peers who step up to support their colleagues build the social fabric.
Every leadership level matters.
Final Thoughts: The Ripple Effect of Careful Leadership
When leaders normalize leave as a leadership moment, they do more than manage an absence. They build a culture where people know they can bring their full selves to work, including the parts of life that don’t fit neatly into a 9-to-5 box.
They create a workplace where ambition and care aren’t opposing forces but partners in sustainable success.
In this way, leave becomes less of a “gap” and more of a gateway to trust, loyalty, and thriving teams.
If you’re a manager or leader wondering how to take the first step, start with a conversation with your employee, your HR partner, or even yourself about what kind of leader you want to be through life’s inevitable transitions.
Because leadership through leave is leadership for the future.
