Why Support Networks for Working Parents Are Critical to Meeting WGEA Targets

Most organisations today have parental leave policies in place.

They outline entitlements, timelines and return-to-work options. On paper, they suggest that employees are supported through the transition to parenthood. But in practice, outcomes often tell a different story.

Women are still leaving the workforce after becoming mothers — not because they lack ambition or capability, but because the experience of returning to work is not adequately supported.

The WGEA 2026 targets reinforce this.

They shift the focus away from policy and towards measurable outcomes — particularly retention, progression and workplace culture.

But one critical lever remains largely overlooked.

The gap is not policy.The gap is support.

The transition into and out of parental leave is one of the most complex periods in an employee’s career. It involves identity shifts, increased mental load, and a rebalancing of work and life responsibilities.

Without the right support structures, many employees experience:

• Disconnection from their workplace

• Reduced confidence

• Uncertainty around career progression

• Increased psychosocial strain

This is where attrition begins.

From a business perspective, this creates significant risk.

Losing experienced employees impacts productivity, increases recruitment costs and weakens leadership pipelines. It also undermines progress against gender equality targets.

Support networks for working parents directly address this gap.

When designed effectively, they provide structured, ongoing support during a critical transition period. They create space for shared experience, rebuild confidence and strengthen connection back to the organisation.

This is not a wellbeing initiative.

It is a retention strategy.

Organisations that invest in structured support networks are better positioned to:

• Improve retention post-parental leave

• Maintain engagement and productivity

• Strengthen long-term leadership pipelines

• Align with WGEA targets in a meaningful way

Meeting these targets will require more than compliance.

It requires a shift in how organisations support employees through real-life transitions.

Because retention is not driven by policy alone.

It is driven by experience.

And when employees feel supported through the moments that matter, they are far more likely to stay — and to thrive.