Returning to work after parental leave is not a single date in the calendar, but a project with several dependencies: childcare, working hours, tasks, commute, income, further training and sometimes a new job. That is exactly why the topic is current again. The Arbeiterkammer Wien referred on 2 June 2026 to the new AK-Wiedereinstiegsmonitoring by L & R Sozialforschung: the participation of fathers in parental leave remains weak in Austria, even though a recently declining trend has been halted. For many families this still means that the career break and the subsequent drop in income largely remain with women.
At the same time, the labor market is no longer as receptive as in the boom years. According to the Ministry of Social Affairs and the AMS, more than 378,000 people were registered as unemployed or in training at the end of May 2026; unemployment among women rose more strongly than among men. Those returning after parental leave should therefore not leave the return to chance. Good planning does not replace fair personnel policies or a childcare place, but it does improve one’s bargaining position.
Why the return to work starts early
Many parents only deal with the return shortly before the end of parental leave. That is understandable, but seldom sensible. The Arbeiterkammer recommends getting in touch with the employer at the latest four months before the end of parental leave, especially if reduced working hours are desired. The AMS also advises timely planning: those who clarify during parental leave when and to what extent a return is possible can better coordinate childcare, qualifications and job search.
The most important point: it’s not just the first day of work that counts. What matters is whether the return is viable in the medium term. A 20‑hour arrangement can help in the short term, but in the long run it can hold back income, pension and career if it is never adjusted. Conversely, full‑time is only realistic if childcare, travel times and absences due to illness are taken into account. A good plan therefore describes not only the start but also the next six to twelve months.
The four questions that should be clarified before the conversation with the employer
Before the first return meeting it is worth conducting a sober inventory. First: How many hours are really feasible? This includes the opening hours of childcare, the commute, the working route of the other parent, grandparents or other support and the question of who covers when the child is sick. Second: Which tasks should be taken on after the return? If you only talk about hours, it leaves open whether the role remains professionally equivalent.
Third: What changes are planned? After a longer break, systems, processes, customers or team structures may be different. An update plan looks more professional than a blanket request for leniency. Fourth: What impact on income does the planned solution have? This is not only about current net pay, but also about special payments, future salary steps, the pension account and possible subsidies.
From these answers a basis for discussion emerges: desired start date, number of hours, scheduling of working time, job profile, onboarding needs, home office or telework days, coverage in case of childcare absences and a date for readjustment after the first weeks.
Parental part-time: Know your rights, but remain open to negotiation
Parental part-time is an important instrument in Austria, but not every situation is the same. According to oesterreich.gv.at, mothers and fathers have the option to reduce their working hours or to change the scheduling of their working time. For a statutory entitlement, factors such as company size and the duration of the employment relationship play a role. In companies with more than 20 employees, after three years of uninterrupted employment there is generally an entitlement to parental part-time or to a change in the scheduling of working hours. Periods of parental leave are counted towards this minimum employment duration.
The form is also important: the framework conditions must be agreed with the employer. Anyone requesting parental part-time should therefore not just name a number, but present a workable model. "I want 25 hours" is less convincing than: "I want 25 hours from September, Monday to Thursday, with two core times for team coordination, a fixed handover and a review after three months."
For smaller companies or shorter employment relationships there can be an agreed part-time arrangement instead of an entitlement. Even then a clear proposal is worthwhile. Smaller companies in particular need planning certainty: whoever shows how availability, handovers and peak times will work increases the chance of a viable solution.
Childcare is not a side issue
Many returns to work fail not for lack of willingness but because of the gap between working hours and childcare. The AMS recommends planning care early and explicitly discussing the division of responsibilities within the family. This includes not only kindergarten or daycare providers, but also holiday periods, closure days, settling-in phases, sick days and sudden schedule changes.
For parents with a low household income, the AMS childcare allowance can be relevant if a childcare place is necessary in order to return to work or to attend an AMS course. The specific support depends on personal circumstances and the federal state. Therefore, a consultation appointment is advisable before signing a care contract or definitively booking a course.
Employers should also take the issue seriously. Employers who merely formally reinstate parents but continue to organize schedules, meetings and last-minute changes the same way as before the birth will lose productivity and loyalty. A clear return-to-work plan is therefore also a recruiting and retention issue.
Qualification: Small updates are often more effective than major restarts
Not every return to work requires retraining. Often targeted updates are sufficient: new software, industry developments, legal changes, product knowledge, CRM systems, AI tools, communication with customers, or project management. Those who can precisely identify their own gaps come across more clearly in conversations with employers or the AMS.
The AMS lists several options for people returning to work, including counseling, BerufsInfoZentren, further training courses, reorientation programs and offers specifically for women. It is useful to make a priority list: What do I need immediately for the return? What will improve my chances next year? What is only "nice to have"?
If the current job has changed significantly or returning to the same role is no longer realistic, an internal move can be better than a hard restart on the external labour market. Those searching externally should not explain parental leave defensively. Better is a clear line: previous professional experience, current level of competence, desired number of hours and a realistic start date.
Applying after parental leave: Don’t apologize, put it in context
A parental leave period does not need to be hidden on the CV. It should be stated factually and briefly, for example as "Elternkarenz" with the time period. More important is what comes after: Which responsibilities were held before? Which results can be documented? What further training or professional updating took place during the break? What working hours are possible now?
In a job interview, a concise, confident statement is better than a long justification. For example: "I was on parental leave until May, have prepared for my return, and can work 30 hours a week starting in September. Professionally, I bring experience in customer support, quote preparation, and CRM; I refreshed my system knowledge in the spring." This keeps the focus on your ability to work and the value you bring to the company.
If you are unsure, you can use internal resources: The jobspot.at article on telework in Austria helps with preparing arguments for working from home, the article on Pay transparency with classifying salary questions. If further training is a topic, the article on Further education time provides additional guidance.
What employers can do better now
For companies, returning to work after parental leave is not just an administrative issue. In a labor market with a shortage of skilled workers, it is expensive to lose experienced employees after parental leave. Good companies therefore define a standard process: contact during parental leave, voluntary update meetings, timely clarification of tasks, transparent part-time models, no career devaluation due to parenthood, and clear substitution planning.
The attitude towards fathers is particularly important. If paternity leave is treated as an exception, a disruption, or a career risk in the company, the burden remains one-sidedly distributed. The current AK topic shows that Austria still has a lot of catching up to do here. Companies that actively involve fathers in parental leave and part-time models not only help individual families but also improve the return opportunities for mothers.
Checklist for returning to work
- Four to six months before returning: clarify care arrangements, desired number of hours, and work schedule.
- At the latest four months before the end of parental leave: contact your employer and arrange a meeting.
- Before the meeting: note tasks, interfaces/points of contact, onboarding/training needs, and possible remote work days.
- For part-time: check the legal requirements and prepare the application or proposal in writing.
- If changing jobs: update your CV, describe the parental leave factually, and clearly state your availability.
- If you have qualification gaps: check AMS, BIZ, Frauenberufszentren, or other suitable training opportunities.
- After starting: schedule a review meeting with your manager or HR after four to eight weeks.
Conclusion: Planning is the best protection against a bad restart
Returning to work after parental leave is most successful when parents, employers, and counseling services do not wait until the last day to react. For employees, this means: knowing your rights, planning childcare realistically, updating your own skills, and making clear proposals. For companies, it means: not treating the return as a burden, but as a way to retain experienced professionals.
Anyone returning from parental leave in the coming months should take three steps now: check deadlines, outline a working time and childcare model, and arrange a meeting with their employer or the AMS. The more concrete the plan, the greater the chance that the return will not be a temporary fix, but a sustainable restart.
Sources
- Vienna Chamber of Labour: Snail's pace in father participation, June 2, 2026
- Chamber of Labour: Re-entry – back to the job
- AMS: Preparing for re-entry
- AMS: Return to professional life
- AMS: Childcare and subsidies
- oesterreich.gv.at: Parental part-time
- ORF.at: Unemployment figures slightly increased in May
