In small teams, one person being away can have a noticeable impact.
You may worry about how your work will be covered while you’re away — and what that might mean for your team, your job security or your return.
Financial pressures and small team sizes can make parental leave feel more complicated in SMEs, especially if you’re in a specialist or senior role. But with early planning and open communication, your absence can be managed in a way that supports both you and the business.
“I don’t want anyone to cover me in case they can spin it that this person does a better job than I do and I’m not needed.” (Olivia – Employee, 10-49 staff)
Planning ahead helps:
- Reduce pressure on your colleagues
- Protect your role and responsibilities
- Make your return-to-work smoother and less stressful
What typically happens when someone is away?
In SMEs, longer periods of leave can be harder to manage than short absences. Covering work often involves:
- Redistributing tasks within the team
- Asking colleagues to take on extra responsibilities
- Adjusting workloads and priorities
This can feel intense for teams, and it’s normal to worry about the impact your absence might have on others.
Did you know? Many employees in small businesses worry that taking parental leave could affect their job security, progression or how they are perceived at work. Parental leave is a protected right. Being involved in handover and return planning can help you feel more confident about your role, your responsibilities and your future with the business.
Supportive practices – What can you do to help your employer?
Plan early — especially if you’re in a specialist or senior role
- Start handover conversations when you feel ready to do so.
- Help identify which parts of your role are business-critical.
- Ask whether overlap time or phased handover would be helpful.
Early discussions can reduce uncertainty — for you and the team that you work with.
Support structured knowledge transfer
- Begin sharing key information in advance where possible.
- Document important processes, contacts and ongoing work.
- Suggest shadowing opportunities if appropriate.
- Clarify who will make decisions in your absence.
This helps you leave feeling confident that things are covered — and makes your return smoother.
Be realistic about workload — for yourself and others
- Agree clear priorities before you go.
- Raise concerns if your workload feels unmanageable before leave.
- On return, discuss expectations and any adjustments needed.
Parental leaveshould not mean working at unsustainable levels before or after your time away.
Agree communication preferences
- Talk about how much contact (if any) you would like during leave.
- Decide how you want to receive important updates, if at all.
- Remember that Keeping in Touch (KIT) days are optional — you can choose whether or not to use them.
Staying connected is your choice. Some employees value occasional updates; others prefer a clean break.
