💡Key takeaways:
Parenthood in the workplace is a strategic issue for well-being, professional equality, and talent retention. What to remember: define clear objectives, offer engaging content combining information and practical exchanges, choose the right format (in-person, online, or hybrid), and measure the impact through surveys and HR indicators.
⏱️ Reading time : 6min
Summary
In France, one in two working parents does not feel sufficiently supported by their employer, and 57% report experiencing mental overload linked to balancing work and family life (Parenthood & Mental Health at Work Barometer, OpinionWay, 2025).
These figures highlight a key issue: integrating parenthood into HR policies is no longer just a benevolent gesture—it is a strategic lever for workplace well-being, professional equality, and talent retention.
Yet, many companies are still hesitant to implement concrete actions, particularly through awareness workshops. This article aims to guide HR leaders and managers step by step in designing an effective, practical, and engaging workshop, drawing on proven best practices and up-to-date data.
Why Raise Awareness About Parenthood in the Workplace?
A Key Driver of Workplace Well-Being
Balancing parenthood and professional life remains a daily challenge. According to an INSEE study on the impact of parenthood on women’s employment (2020), 66% of parents with children under three report difficulties in finding a balance. This imbalance can lead to stress, absenteeism, and a gradual loss of engagement.
Different Impacts by Gender
The same study shows that 45% of women aged 25 to 49 feel that parenthood has affected their career, compared to only 16% of men. These disparities highlight the importance of initiatives that promote professional equality. In this context, it becomes essential to offer tailored solutions that support young mothers in returning to work under better conditions.
At Pachamama Solutions, we have developed breast-pumping chairs, designed to provide a comfortable and discreet space for employees who wish to continue breastfeeding. Such facilities encourage a smoother return from maternity leave by reducing barriers to resuming work while sending a strong signal in favor of gender equality.
A Key Factor for Attractiveness and Retention
82% of employees say they would consider changing employers to benefit from better parenthood-related conditions (study by Les Parents Zen, 2023). Working parents express diverse needs: childcare solutions, flexible working hours, support during the return from leave, or even dedicated spaces for specific stages of parenthood, such as breastfeeding.
Starting with concrete actions—such as awareness workshops—therefore directly contributes to strengthening the employer brand.
📌 Legal Framework – Employer Obligations Regarding Parenthood
Before designing a workshop, it is useful to recall the employer’s legal obligations concerning parenthood. These regulatory benchmarks help structure actions and ensure compliance:
- Maternity leave: minimum of 16 weeks, protection against dismissal, and the right to return to the same position.
- Paternity and partner leave: 25 days (32 in the case of twins or more), including 7 mandatory days, with protection against dismissal.
- Parental leave: available until the child’s 3rd birthday, guaranteed for both parents.
- Breastfeeding rights: 1 hour per day during the first year after birth, with a dedicated space required in companies with more than 100 female employees concerned.
- Leave for a sick child: 3 days per year (5 depending on circumstances), generally unpaid.
- Family events: authorized absences (birth, adoption, marriage, bereavement, etc.).
- Non-discrimination: prohibition of penalizing an employee due to pregnancy, parenthood, or taking leave.
How to Structure a Parenthood Awareness Workshop?
The success of a workshop relies on three key pillars: clear objectives, relevant content, and an organization adapted to the company’s constraints.
1. Define the Objectives of the Awareness Workshop
An awareness workshop aims to:
Inform about the challenges of parenthood in the workplace (laws, existing measures, persistent inequalities).
Reduce the mental load of working parents by providing concrete solutions.
Encourage gender equality in the sharing of parental responsibilities.
Strengthen team cohesion by fostering empathy and mutual understanding.
At Pachamama Solutions, we have observed that when objectives are co-designed with management and employee representatives, participation and engagement are significantly stronger.
2. Build Engaging Content Around Parenthood
A successful workshop alternates between information sharing, interactive moments, and spaces for open discussion.
Here’s a sample structure:
Introduction (5 minutes)
Presentation of key issues: workplace well-being, retention, and collective performance.Interactive Quiz (10 minutes)
Quick questions to break the ice and assess initial knowledge (e.g., parental leave rights, key figures on parenthood at work).Sharing Data and Best Practices (20 minutes)
Presentation of concrete cases, feedback, and solutions implemented in other organizations.Collective Reflection Workshop (15 minutes)
Group work on common situations: mental overload, childcare emergencies, return from maternity/paternity leave.Presentation of Existing Measures (5 minutes)
Flexible working hours, remote work, emergency childcare, return-to-work support, specific workplace arrangements.
Here, a focus can be placed on practical solutions supporting parents’ well-being, such as breastfeeding chairs and booths provided by Pachamama, or welcome packs offered to new mothers when they return to work.Conclusion & Action Plan (5 minutes)
Define the next steps: identify needs, prioritize measures, and plan upcoming actions.
3. Choose the Duration and Format
The ideal duration of a workshop is between 45 minutes and 1.5 hours—long enough to raise awareness effectively while respecting busy schedules.
Possible formats:
In-person to encourage informal exchanges.
Videoconference to include multiple sites.
Hybrid format to combine accessibility and interaction.
4. Measure the Impact
It is essential to evaluate the effectiveness of the workshop:
- Anonymous surveys: before and after the session to measure changes in knowledge and perceptions.
- HR indicators: participation rate, satisfaction, engagement, intention to stay with the company.
- Follow-up over time: changes in requests for flexibility, reduction in absenteeism related to family emergencies.
Key Figures to Inform the Discussion
Available data confirm that parenthood in the workplace is not a marginal issue but a real organizational challenge. These recent indicators help better understand employees’ expectations and the direct impact on companies:
57% of working parents experience mental overload (OpinionWay, 2025).
30% of absences are linked to childcare failures (Choisir Ma Crèche, 2020).
10% have already left their company to better balance work and parenthood, and 31% have considered it (OpinionWay, 2025).
70% of companies that integrated parenthood into their HR strategy report increased productivity (EVE Programme, 2024).
Raising awareness about parenthood in the workplace acknowledges that employees do not leave their personal lives at the office door. By structuring a clear, interactive, and well-documented workshop, HR teams can:
Improve employee well-being and engagement.
Reduce absenteeism and promote professional equality.
Strengthen the company’s attractiveness by including this workshop as part of a broader strategy.
Ready to Take Action?
Pachamama Solutions offers tailor-made workshops to support your teams, along with practical solutions to make your parenthood policy a real lever for workplace well-being.
📩 Discover our awareness workshops and let’s discuss your needs.
