Retaining new parents is one of the most significant – and underinvested – challenges in modern workforce management. Recent data suggests that while most parents intend to return to the workforce following parental leave, the reality of adjusting to new routines and managing caregiver and professional responsibilities often leads to a “quiet exit” out of the workplace.

The period immediately following parental leave is the highest risk for employers. Initial return rates may look high – but the 12-to-18-month mark is where turnover peaks. In fact, approximately 73% of new parents consider quitting after their leave, and about 36% ultimately do so within the first 18 months.

While traditional structural levers like generous paid parental leave and gradual phase-back periods remain the gold standard for logistical support, they represent only a portion of a comprehensive retention strategy. To truly stem the "quiet exit" of new parents, forward-thinking employers are increasingly prioritizing workplace supports that address the psychological and cultural transition of returning to work. These initiatives can include:

New parent mentorship programs
Parent and caregiver ERGs
Expert-led new parent workshops and coaching

Each of these approaches offer added workplace support to help boost the deep loyalty required to keep talented parents in the workforce for the long haul. Below we provide guidance on how to integrate these approaches into your organization.

Implementing a New Parent Mentorship Program

A structured new parent mentorship program connects expectant and new parents with experienced colleagues to navigate the transition before, during, and after parental leave. These programs improve employee retention, reduce turnover, and boost confidence by offering peer support focused on balancing the unique challenges of being a working parent.

Putting it into practice involves structuring a mentorship program that pairs new parents with colleagues with lived experience who can offer relatable, high-impact guidance during this critical transition period.

5 Steps for Implementation

1. Engage key leaders and align on goals. Secure executive buy-in by demonstrating how the program directly supports the organization’s long-term retention benchmarks and cultural values. Refer to The Avoidable Crisis: Why Returning Parents Are Your Biggest Talent Leak and Why It Matters: The Business Case for Supporting Working Parents to establish a common foundation for implementing this as a retention-focused strategy.

2. Define expectations and parameters for the mentorship program. Align on the goals of your mentorship program. Create a clear framework that outlines the roles and responsibilities of the mentor, the frequency of meetings, the considerations for creating peer mentor pairings, and any other operational guidelines that support the agreed-upon goals.

3. Train broader leadership on the goals and scope of the program. Equip managers with the tools to champion the program, ensuring they understand how to support their direct reports’ participation.

4. Build awareness and launch. Communicate the new parent mentorship program through multiple communication channels, highlighting the program’s benefits and how it is intended to support new parents in the workplace.

5. Gather feedback and make adjustments. Implement regular pulse surveys to evaluate the quality of the matches and the impact on employee engagement, using those insights to refine the program for future participants.

Providing Comprehensive Professional Support Throughout the Parental Leave Transition: Spotlight on the Center for Parental Leave Leadership’s Parental Leave Coaching

The Center for Parental Leave Leadership’s RETAIN Coaching™ methodology and 10A Transition Touchpoints® framework offer a research-backed structure for ensuring mentorship conversations address what employees actually need across each of the three phases of leave — before, during, and after return.

The most effective support for returning employees goes beyond general wellness resources. Parental Leave Coaching connects expectant and returning parents – and their managers – with professionals who specialize in the unique demands of this transition.

RETAIN Parental Leave Coaching™, developed by Dr. Amy Beacom of the Center for Parental Leave Leadership, is an evidence-based coaching methodology specifically designed to support employees, managers, and organizations across all phases of leave – preparation, leave, and return-to-work. Certified RETAIN Coaches are trained to meet working parents where they are, offering guidance around navigating identity shifts, recalibrating professional goals, managing the dual demands of career and caregiving, and building a sustainable path forward. By providing a structured framework that addresses the specific pain points of this life transition, this approach transforms a period of potential instability into a strategic opportunity for long-term retention, employee well-being, and sustained professional growth.

Parent and Caregiver Employee Resource Groups:

These groups provide a vital sense of community by connecting new parents with a network of peers who are navigating similar life transitions. By fostering a formal space for shared lived experiences and practical resource-sharing, ERGs help to reduce the emotional isolation often felt during the first months back from leave. This collective support system not only reinforces a culture of psychological safety but also serves as a critical feedback loop, allowing parents to advocate for the specific needs and workplace adjustments that facilitate long-term career sustainability. If your organization has an ERG program in place, consider surveying workers’ interest in creating a parent-focused ERG.

Professional Parenting Coaching:

By providing access to certified parenting coaches, employers offer tailored guidance for navigating the transition from leave back to the workplace. These experts provide evidence-based strategies for managing infant sleep, childcare transitions, and the unique pressures of being a working parent. Many companies are implementing this as a benefit through third-party vendors — such as specialized family-building platforms or mental health apps — that offer on-demand, private coaching, while others go a step further by bringing certified experts directly into the workplace for in-person consultations and workshops. This approach helps alleviate the anxiety and fosters a workplace culture that acknowledges and supports the multifaceted lives of working parents.