What You'll Get

• The real cost of losing a parent — it's not just recruitment fees. It's institutional knowledge, team morale, and the quiet signal it sends to everyone else
• Why policy isn't enough — a generous document means nothing if the experience of returning is isolating and unsupported
• The manager multiplier — the single biggest variable in whether a parent stays, and the one most companies overlook
• One thing you can do next week — practical, no budget, no sign-off, just a conversation

Who It's For

HR Directors, People Ops leads, Talent Retention heads, and anyone who influences how parents experience your organisation. If you've ever wondered whether your parental leave policy is actually working — this is for you.

About Laura — goes above or below the form

I worked at a startup with a generous parental leave policy — six months, full
pay. On paper, they got it right. In reality, the policy was unclear, my new
manager didn't care, and I went on leave early because I thought I'd lose my job.

I did leave — the first chance I got. Not because the money was bad. Because the
experience had burned through every bit of loyalty I had.

That's why I started The Parent Shift. I help organisations close the gap between
a great policy and a great experience. Because the parents in your company deserve
more than a PDF and a checklist.