Supporting Parents in the Workplace: A Path to Retention and Growth

Parenthood is something most adults will go through, and businesses must always be prepared for these events. In 2025, New Zealand employers are increasingly aware that family-friendly practices lead to better retention, stronger engagement, and a more inclusive culture.

At Adecco New Zealand, we know that when you support working parents, you’re investing in your people – and your future success. Here’s how leading employers are doing just that in 2025.

Embracing Flexible Work for All

Flexible work has become a non-negotiable for working parents. Whether it’s hybrid arrangements, compressed hours, or flexible start times, these approaches help parents balance career and caregiving responsibilities.

But flexibility must be universal. If managers can work from home on Fridays, other team members should be given similar options. When flexibility feels exclusive, it damages trust and reduces retention.

To better understand how flexibility is shaping the workforce, check out our article on Hybrid Work in 2025: What Job Seekers Need to Know.

Tailored Return-to-Work Pathways

Returning to work after parental leave can be daunting. That’s why many forward-thinking employers are offering phased return options. These include:

• Part-time hours for the first few weeks or months
• Refresher training or job-specific upskilling
• Mentorship opportunities with colleagues who’ve navigated similar transitions

By providing structure and support, these businesses help ease the adjustment period and improve long-term retention.

For more strategies to help parents thrive at work, read Balancing Work and Family: A Guide for Parents in the Workforce.

Building a Family-Friendly Culture

A strong workplace culture makes all the difference. It’s not enough to offer policies – support must be embedded into the day-to-day experience.

In 2025, more businesses are introducing:

• Parent support networks or ERGs
• Enhanced paid parental leave for all genders
• Dedicated family spaces, such as breastfeeding rooms or quiet zones
• Manager training focused on empathy and flexibility

These initiatives not only help parents – but they also make workplaces more inclusive for everyone. To learn how this fits within a broader workplace strategy, see Embedding Corporate Social Responsibility in New Zealand’s Evolving Business Landscape.

Supporting Mental Health and Wellbeing

The mental load of balancing work and parenting can be immense. Employers that promote wellbeing create safer, healthier environments where staff feel seen and supported.

Ways to support parental wellbeing include:

• Encouraging boundaries around work hours
• Offering access to counselling or EAP services
• Promoting wellness leave alongside sick leave

For more insights on how to support mental health in the modern workplace, explore Balancing Work and Wellbeing: Strategies for Better Self-Care.

Measuring What Matters

What gets measured gets improved. Businesses leading the way in 2025 are tracking:

• Parental leave return rates
• Uptake of flexible arrangements
• Retention of caregivers over time

This data helps organisations identify gaps, celebrate wins, and continuously improve their people strategy.

Why Supporting Parents Is Good for Business

Parents bring valuable soft skills to the workplace: empathy, time management, problem-solving, and resilience. By supporting them, you’re strengthening your talent pipeline and boosting team capability.

And in a competitive market, businesses that invest in meaningful support for parents stand out as employers of choice.

How Adecco Can Help

At Adecco New Zealand, we partner with businesses across the country to help them build inclusive, future-ready workplaces. Whether you need permanent recruitment, flexible staffing solutions, or advice on parental return-to-work pathways, we’re here to support your team – and the parents within it.

Let’s make work for everyone.