Returning to work after having a child can be a difficult transition for both mums and dads. It can be challenging to balance the demands of a new child with the demands of a job, and the thought of leaving your child in the care of someone else can be stressful and emotional.  However, with the right support, policies, culture and planning, your employees’ return to work transition can be a positive experience for both parents and children, while also being highly beneficial for your profit margins too.   Here’s what NOT to do If you read the news and follow campaign groups like Pregnant Then Screwed, you’ll be aware of a multitude of examples of companies who have failed to support the return to work transition (and who are generally not family friendly). Here a few examples of things that ought not to happen but we still frequently see: 1. Not providing parental leave for dads. When employers fail to provide parental leave for fathers – or don’t create the culture that encourages them to take the leave – it makes it difficult for them to be involved in the care of their children and can lead to feelings of guilt and stress. 2. Failing to provide flexible working arrangements. Not allowing mothers and fathers to have control over their schedules can make it difficult for them to balance the demands of work and family. 3. Refusing to create a culture of support and understanding. Not educating co-workers and managers about the challenges of returning to work after having a child and not encouraging open communication about work-life balance can create a negative and stigma-fuelled work environment for new parents. And there are more examples of poor practice and stories told about unsupportive employers. It is crucial for employers to provide the necessary support and resources for both mothers and fathers during their return to work period to ensure a smooth and successful transition for the parents and children, and to retain talented employees.   How to create a