Returning to work after having a baby is also creating a new life.
You don’t need the same onboarding as new hires. But your company needs to help you re-integrate at work as a mom. Answer: Momboarding.
Companies are still learning the value of robust parental leave programs. A recent survey by Parentaly showed that 73% of new parents consider leaving their company after returning from leave and one-third leave within 18 months of their return.
Your company may not yet provide you the support you need, but Momboarding can. From Leave planning toolkits to self-reflection exercises, we help equip new “working moms” with resources to embark, embrace and flourish on the most beautiful project of their lives — raising a child.
It starts with making a plan before baby arrives.
Approach maternity leave planning with the Momboarding framework: Plan - Flex - Try - Tune.
Who needs to be informed of your pregnancy and when, and how to approach delivering the news
Handing off your responsibilities and projects in-flight to a coverage team
A communication plan for how your team gets in touch with you and why during your leave
Day 1-Week 1-Month 1 Momboarding for ramping up your return to work
How to track organizational and team changes that happen while you’re out and coaching the coverage team to update you when you return
Oh, and what to do about all that email sitting in your inbox after weeks of baby bonding. Hint: <DELETE>!
“Mom brain” is real.
Your brain undergoes significant changes before and after pregnancy. They’re not all bad.
You’ve heard anecdotally that postpartum moms are forgetful, scattered, or distracted. How much is “Mom brain” impacted by sleeplessness vs. biochemistry? Recent research shows that pregnancy changes brain structures such as gray matter in significant ways. Know how you can notice, celebrate, and leverage these changes in the workplace.
Communicate your needs and expectations around pumping and breastfeeding at work.
Your right to express milk is protected by law.
The Fair Labor Standards Act (FLSA) as amended by the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) states that nursing employees are entitled to a reasonable break time to express breast milk each time they need to. They are entitled to a private place to express breast milk that is shielded from view and free from intrusion by coworkers and the public. This space cannot be a bathroom. These rights are available for up to one year after the birth of the employee's child. California law (LAB §1030) extends these protections to any employee for as long as employee is nursing her child.
Mother’s rooms requests, pumping supplies & milk storage
Pumping FAQs and helpful tips & tricks
Discussing pumping schedule with your manager
Consulting with an IBCLC
You're going to be just fine, Mama
✴︎
You're going to be just fine, Mama
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You're going to be just fine, Mama ✴︎ You're going to be just fine, Mama ✴︎
However you feel about going back to work is normal.
Most moms have mixed feelings about returning to work, which can be overwhelming when you’re already stressed and sleep-deprived.
Mindfulness for Working Moms
Personal Strengths & Identity Thought Exercises
Journal prompts
Mental load strategies
Moms in the workplace are phenomenal leaders. Lean in.
Conversation Starters
Discussing your pregnancy at work
Communicating needs & expectations
Manager Resources
How To Best Support Professional Moms & Moms-to-be
Retain your top talent after returning from leave
Leave Planning Toolkit
Project & Process Handoffs
Coverage team makeup
Communications plan
Self-Reflection Exercises
Mindfulness for Working Moms
Personal Values & Identity Thought Exercises
We're in this together
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We're in this together
We're in this together ✴︎ We're in this together
Want a workshop? We’ll do a workshop.