A groundbreaking parental leave coaching program has delivered measurable benefits for both mothers and fathers, with 92% of participants reporting higher confidence returning to work and companies seeing 30% lower turnover among new parents. Launched by Maven Clinic and adopted by firms like Salesforce and Morgan Stanley, the initiative tackles career gaps, mental health, and manager bias through personalized coaching before, during, and after leave. Discover the data-driven success behind this workplace game-changer.
Parental Leave Coaching Program Has Proven Impactful to Both Women and Men
A first-of-its-kind parental leave coaching program is delivering striking results for working parents of all genders, with new data showing dramatically improved retention, confidence, and mental health outcomes. Launched by women’s and family health platform Maven Clinic and now used by over 150 major employers—including Salesforce, Morgan Stanley, Snap, and Dell—the initiative offers one-on-one coaching sessions before, during, and after parental leave. The 2025 impact report, released November 25, confirms the program is closing long-standing gaps in workplace support for new mothers and fathers alike. (58 words)
Core Findings: Confidence, Retention, and Mental Health Soar
The study, covering more than 2,500 participants across industries, found:
- 92% of coached employees felt more confident returning to work (vs. 61% industry average).
- 88% reported better work-life integration six months post-return.
- Turnover among new parents dropped 30% compared to non-participants.
- 79% of fathers and non-birthing parents said coaching normalized their leave-taking, reducing stigma.
- Anxiety and depression symptoms fell 41% during the transition period.
Notably, men showed some of the strongest gains in utilization and satisfaction. Participation by fathers and non-birthing parents jumped 180% year-over-year, with 94% recommending the program—higher than the 89% rate among mothers.
How the Program Works
Participants receive 6–10 virtual coaching sessions with certified professionals (psychologists, career coaches, and former executives who are parents themselves). Sessions cover:
- Pre-leave planning (delegation, boundary-setting, manager conversations)
- During-leave check-ins (mental health, identity shifts, partner dynamics)
- Return-to-work strategy (ramp-back schedules, promotion timing, lactation support)
- Long-term career mapping (combating “motherhood penalty” and “fatherhood bonus” biases)
Coaching is fully confidential and employer-paid, removing financial and stigma barriers that historically deter men from seeking support.
Gender-Specific Impact Highlights
| Metric | Women / Birthing Parents | Men / Non-Birthing Parents |
|---|---|---|
| Felt “extremely prepared” to return | 89% | 91% |
| Took full entitled leave | 93% (vs. 72% national avg.) | 87% (vs. 54% national avg.) |
| Requested flexible schedule | 76% | 81% |
| Reported manager bias post-return | 11% | 8% |
| Still with employer 12 months later | 94% | 96% |
Why Men Are the Surprise Beneficiaries
Despite decades of focus on maternal support, fathers reported some of the most dramatic shifts. One participant quoted in the report said: “I always planned to take leave, but I had no idea how to talk to my boss or what to expect emotionally. Coaching made it normal.” Another father added, “I came back a better leader—more empathetic, better at delegation.”
Companies note that when male employees model leave-taking, it destigmatizes the process for everyone and correlates with 22% higher team engagement scores.
Employer ROI: Hard Numbers Behind the Soft Support
Beyond employee satisfaction, companies see clear financial wins:
- 30% reduction in new-parent turnover (average replacement cost: $75,000–$120,000 per manager-level hire)
- 25% decrease in postpartum health claims
- 41% higher internal promotion rates for coached returning parents within 18 months
Salesforce, an early adopter, reported that participants were 2.3× more likely to be promoted within two years of return compared to non-coached peers.
Broader Industry Shift
The program’s success has accelerated a wider trend: 68 Fortune 500 companies now offer formal parental transition coaching, up from just 11 in 2022. Competitors like Cleo, The Mom Project, and Lyra Health have launched similar offerings, while the U.S. federal government added coaching to its 2025 paid leave expansion pilot.
Experts see this as the next frontier in family-friendly policy—moving beyond mere weeks of leave to true transition support that keeps talent in the pipeline.
The data is unequivocal: personalized parental leave coaching isn’t just nice-to-have wellness fluff—it’s a proven retention and equity tool that works equally well for mothers and fathers. As more employers race to close the “parenthood penalty” gap, programs like Maven’s are setting the new standard for what modern parental support should look like.
Read the full 2025 impact report here: https://www.mavenclinic.com/parental-leave-coaching-impact-report-2025
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