Returning to work after parental leave can be one of the most pivotal - and challenging -moments in a parent’s career. For Amy Schmahmann, Design Manager at A W Edwards and a construction industry professional since 2012, this transition has highlighted the critical role that employers play in supporting parents to not just return to work but return well.
Amy, who has worked mostly in site-based roles, reflects on the importance of career momentum before starting a family. “I’ve always been career-oriented,” she says. “Having that foundation helped me step away temporarily and feel confident about coming back.” After welcoming her first child in late 2022 and now commencing leave following the birth of her second, Amy advocates for policies and workplace cultures that enable both career and family.
“It’s a balancing act, for sure,” Amy says.
“But paid parental leave and flexible working hours shouldn’t be seen as perks - they’re essential tools for making careers in industries like construction more sustainable for parents.”
Amy stresses the importance of shared caregiving. Her partner’s access to paid parental leave enabled both to work reduced hours at times, creating a smoother, more flexible transition. “Encouraging partners to take flexible work options is just as important. It helps both parents share the load and build a work-life rhythm that works for the whole family.”
A culture of flexibility - not less work, just smarter work
Amy is clear: flexibility doesn’t mean working less - it means working differently.
“Having the ability to manage your time to meet both professional and personal responsibilities is what flexibility really means,” she explains. “It’s about having a supportive team and a manager who understands how to plan workloads effectively.”
Research funded by the NSW Government and conducted by the University of Sydney and the National Association of Women in Construction (NAWIC) supports Amy’s experience. Findings show that a woman’s return-to-work experience is directly influenced by how engaged and prepared her employer is. Without proper support, women risk being placed in roles below their skill level, or not returning at all.
Staying connected during leave
One of Amy’s top recommendations? Maintain connection during leave.
“Even a quarterly email or a check-in call in the months before returning can make all the difference,” she says.
“Being included in pay and performance reviews, and being informed about new training or project opportunities, helps you feel valued and part of the team.”
Employers should also create networks for employees on leave, provide regular company updates and schedule a return-to-work planning meeting. These small actions add up to a smoother, more confident transition.
Leading practices that help parents thrive
Amy points to several initiatives that show what “good” can look like:
- Breastfeeding-friendly workplaces with dedicated spaces
- Access to childcare, including co-working spaces like BubbaDesk
- Phased return-to-work programs, like Laing O’Rourke’s model where parents return at 80% capacity while receiving 100% pay for three months
Crucially, the latest research confirms that employers who offer comprehensive return-to-work programs and consider employees on leave for promotions or new opportunities are setting a gold standard for inclusive, long-term workforce sustainability.
Creating a future where work and family co-exist
Amy’s message is clear: parents should not have to choose between a fulfilling career and a nurturing family life.
“It’s about having the systems, culture and support in place to make both possible. When companies get this right, everyone benefits - employees, employers and the broader industry.”
As the workforce evolves, it’s time for employers across all sectors to take a closer look at how they support parents, because helping someone return to work well is one of the most meaningful investments any company can make.
Access the Parental Leave toolkit HERE