Make a plan for your team member’s leave. You should develop a plan for your team member’s absence well in advance of their leave in cases where that’s possible. While FMLA requires advance notice, when possible, sometimes these types of absences are unforeseeable. If you are able to develop a plan ahead of the leave, make sure you know key details like when the leave is expected to begin. One of the biggest concerns employers have about family leave is who will cover the responsibilities of the team member that is on leave. If possible, plan a gradual exit that includes collaborating with the team member that is appointed to cover their work. This is especially important if you are considering bringing in a temporary employee who may be less familiar with your firm. But acknowledge that unexpected events happen and have a backup plan in place in case that gradual exit isn’t possible.

Make a return plan. Ultimately, you want to ensure your team member’s return after their leave. Your goal should be to make the return as easy as possible on the employee and on your firm. Offering a gradual return to work can be a great way to accomplish this. Consider letting them return part time and gradually build back up to full time hours again. This will allow for a much smoother and less stressful transition for all. When a team member returns from maternity or paternity leave, their role conflict has the potential to be at an all-time high. As their employer, you may be able to help minimize that conflict and ensure their successful return if you plan ahead.

Communicate! I cannot stress this enough. Sometimes when a team member requests family or parental leave, you may be forced to make tough decisions. Perhaps you may be forced to hire a replacement or to transfer the team member into a position where the absence will be less disruptive. These moves can be very concerning and upsetting to your team members if they do not understand the plan. Ultimately, you want to retain your team members. You have invested in these individuals, and you are a team. Ensure that you communicate with them, and that they understand the plan for their position while they are out. They need to know that their position is secure for them to return to at the end of their leave.