We recently asked our network of professionals to share their experiences with maternity or paternity leave in an anonymous survey. When asked what challenges they faced before, during, or after their leave, the most cited answers were, career progression concerns, and a lack of administrative support.

That means the onus is on us, as employers, to better support our team members through parental leave – from both a wellbeing and an administrative perspective.

Securing the right interim cover is more than just an operational decision – it's a critical part of employee care. Yet, many businesses stumble when selecting interim support, creating unnecessary stress for both the employee on leave and the organisation.

In the first instalment of our three-part guide on navigating maternity and paternity leave as a business, we explored how to choose the right parental leave cover for your organisation. If you missed it, you can read the piece in full here.

Today, we're diving into the critical pitfalls that can derail your interim hiring strategy – and how to avoid them.

1. Prioritising Cost over Capability

One of the most common mistakes employers make when hiring interim cover for parental leave is prioritising cost over capability. Opting for less experienced, junior support to save on hiring costs may seem like a smart decision at the time, but the hidden costs can be significant.

Studies show, bringing in underqualified staff leads to longer onboarding periods, higher error rates, reduced productivity, and an increased need for supervision – all of which can waste time, resources, and budget in the long run.

Hiring a more senior freelancer – one with relevant experience in your field, a proven track record of success on similar projects, and the necessary skills to hit the ground running even under time constraints – can be more expensive upfront. But it’s a decision that often results in greater long-term value. Experienced professionals can quickly adapt to complex workflows, bring strategic insights, and require minimal guidance.

2. Creating unclear or inadequate job descriptions

Once you’ve worked out what type of interim professional suits your needs, it’s on you as a business leader to make sure that professional has everything they need to get started, and to complete the project to the best of their ability. This starts with clearly signposting what the role involves, and what will be expected of them.

Your job description acts as a tool in itself. And for freelancers or interim support, trying to navigate a role without a clear description is like trying to locate a new address without a map — it’s confusing at best, and inefficient at worst.

Research shows that clear job roles can prevent operational gaps and administrative overloads, both common challenges during parental leave. In fact, the Organisation for Economic Co-operation and Development (OECD) highlights that clear role definitions can significantly improve workforce reintegration, particularly in roles requiring temporary coverage​.

With that in mind, a comprehensive job description should include:

• Specific, measurable objectives.
• Clear expectations for the project scope and timelines.
• Detailed skills and experience requirements.
• Context about ongoing team projects.

3. A lack of wellbeing support

Our recent survey showed career progression concerns to be one of the most common challenges professionals face when taking maternity or paternity leave. 

Questions like “what will happen when I come back?”, “will my cover be ‘more successful’ than I am”, or even, “will I even have a job to return to?” may sound hyperbolic, but for those taking extended time away from the workplace, they’re genuine concerns. This can impact mental health and wellbeing during leave in a significant way, making it crucial for employers to address the issue proactively.

Doing this requires frequent communication. According to the CIPD, clear communication about role continuity and team support significantly improves employee retention post-maternity leave​. It’s not so much about scheduling strict or regimented check-ins, but making sure your employee on leave knows that they’re still valued, and that you want to hear from them if they have any concerns or issues.

Additionally, by hiring experienced interim support, employers can help alleviate any job security concerns. Unlike permanent hires, interim professionals specialise in stepping into roles temporarily – and then handing them straight back.

This not only keeps the workflow intact but can also go a long way in reassuring the employee on leave that their role is ready and waiting for them when it’s time to return.  

4. Supporting your team, protecting your business

Remember, the goal of interim hiring during parental leave isn't just about maintaining productivity. It's about creating an environment where your employees feel supported, valued, and confident about their career trajectory.

By avoiding these common mistakes, you're not just filling a temporary role – you're demonstrating your commitment to your team's growth, well-being, and professional journey.

In our next instalment, we'll explore best practices for onboarding and managing your interim professional to ensure a smooth transition.

In the meantime, if you’re considering how to build or improve your interim talent strategy, we’re always here to support. The Work Crowd specialises in connecting businesses with experienced, flexible professionals who can step in seamlessly. Reach out today for a no obligation chat.