Working parents should have an adequate amount of time to adjust to parenthood and recover from childbirth. This is a no brainer. However, the support employees receive upon their return is also pivotal to their career success. Coming back to a career after parental leave, professional couples are often forced to choose between being a present parent and progressing to high-level positions.

When it comes to work and parenthood, this current generation is unlike any that came previously. The line between gender roles has become increasingly blurred—women have successful careers as often as men take on home and family duties (and this is only touching on heterosexual couples). Pair this with couples deliberately waiting longer to have children and you’re looking at a family unit where both parties are at crucial stages of their career and having children in the same period of their lives.

Companies are seemingly unaware of this new situation, and fail to support parents who want to return to work and continue on their career path without having to abandon the family unit or rely on one party to give up their career completely. But their successful return helps businesses too. Replacing an employee on average costs 50-60 percent of their annual salary, with overall losses reaching 90-200 percent.

The lack of flexibility from business leaders about returning to work is leading many parents to either settle in a low-pressure position or leave their jobs completely. These professionals, however, are very valuable and if more isn’t done to keep them, it’s the companies who stand to lose out the most. By this point in many professionals’ careers, the company will have invested considerable time and money into their development.

Men and women need more time raising their families than the 6-12 weeks allowed for parental leave, but it’s during this time in their lives that employers expect them to “lean in” and commit to the company. A generation ago, the way of the world allowed this—usually parents had children younger, so they were more independent by this time in their careers, or one person (usually the woman) would focus completely on raising the children.

Workplace cultures are becoming much more inclusive of women and increasingly provide more leeway as they return from maternity leave. So it is often men who get less support during the years after childbirth. Men are often assumed to be less involved in raising children, and are not offered the same flexibility in the workplace. Therefore, many are experiencing the same amount of pressure at home—without the same support system.

Diversity, Equality and Inclusion initiatives have placed heavy emphasis on women and minorities without paying attention to how the dynamic is changing for men. Men are not seen as needing parental benefits, and they are written off. Interestingly, it’s often male senior management—the ones who are years ahead—who can’t comprehend or identify with these modern men.

The man is no longer the sole breadwinner, and is expected to contribute just as much at home. And women are equally dedicated to their careers. We need business leaders to be inclusive of both members of a couple as they are starting a family. If employers don’t start considering that times have changed, it could end up hurting the company’s bottom line.

The pandemic amplified this issue, as it helped many professionals recognize how much they value spending more time with their families. COVID-19 put enormous pressure on families, but it also put into perspective for many people—especially men—just how much they were missing. The pressures of return-to-work policies have taken a toll on many professionals, forcing them to question their priorities. Many career-driven individuals now opt to spend more time with their kids and are being more forthright when considering flexibility from their employer.

Companies must balance between offering employees a successful professional life and a fulfilling personal one. Ignoring this will lead to the loss of the employees who will bring the most value to the company, and cost the most to replace.

Equal paid parental leave is a great way to attract high-value employees, but it’s the support that is given in the years afterwards that will develop and keep them throughout their careers. Business leaders who fail to adapt to the way the current generation is starting families will lose out to those who do.

Christine Laperriere is the founder of Leader In Motion Inc.

The views expressed in this article are the writer’s own.