Returning to work after parental leave is not a single date in the calendar, but a project with multiple dependencies: childcare, working hours, responsibilities, commute, income, further training and sometimes a new job. That's exactly why the issue is currently back in focus. The Vienna Chamber of Labour referred on 2 June 2026 to the new AK re‑entry monitoring by L & R Social Research: fathers' participation in parental leave remains low in Austria, even though a recent downward trend has been halted. For many families, this still means that the career break and the subsequent drop in income continue to fall primarily on women.
At the same time, the labor market is no longer as receptive as it was 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 rose more among women than among men. Anyone returning after parental leave should therefore not leave their re-entry to chance. Good planning does not replace fair personnel policies or a childcare place, but it does improve one’s negotiating position.
Why the return begins early
Many parents only start thinking about returning shortly before parental leave ends. That's understandable, but rarely sensible. The Chamber of Labour recommends contacting the employer at least 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, training and job search.
The key point: it’s not only the first day back that counts. What matters is whether the return is sustainable 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, commuting time, 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-to-work meeting, a sober assessment is worthwhile. First: How many hours are realistically feasible? This includes the childcare provider’s opening hours, commute time, the second parent’s commute, grandparents or other support, and the question of who will step in when the child is ill. Second: Which tasks should be taken on after returning? Anyone who only talks about hours leaves open whether the role will remain professionally equivalent.
Thirdly: 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. Fourthly: What impact will the proposed solution have on income? This concerns not only the current net income, but also one-off payments, future salary increases, the pension account and possible subsidies.
These answers form the basis for a discussion: desired start date, number of hours, working hours schedule, job profile, training requirements, home office or teleworking days, coverage for childcare absences, and a follow-up meeting after the first few weeks.
Parental part-time work: Know your rights, but remain open to negotiation
Parental part-time work 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 change their working hours schedule. In the case of a legal entitlement, factors such as company size and the duration of the employment relationship play a role. In companies with more than 20 employees, there is generally a right to parental part-time work or a change in the working hours schedule after three years of continuous employment. Periods of parental leave are credited towards this minimum period of employment.
The format is also important: The framework conditions must be agreed upon with the employer. Anyone requesting parental part-time work should therefore not just state a number, but present a workable model. "I would like 25 hours" is less convincing than: "I would like 25 hours starting in 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, agreed part-time work can be an alternative to a legal entitlement. Even then, a well-prepared proposal is worthwhile. Smaller companies in particular need planning security: those who demonstrate how availability, handovers, and peak times will work increase the chances of a viable solution.
Childcare is not a side issue
Many returns to work fail not because of a lack of will, but because of the gap between working hours and childcare. The AMS recommends planning childcare early and explicitly discussing the distribution of tasks within the family. This includes not only kindergarten or childminders, but also holiday periods, closing days, settling-in periods, sick days, and spontaneous changes to duty rosters.
For parents with a low family income, the AMS childcare allowance can be relevant if a childcare place is necessary to return to work or to attend an AMS course. The specific funding depends on the personal situation and the federal state. Therefore, it makes sense to have a consultation appointment before signing a childcare contract or booking a course.
Employers should also take the issue seriously. If parents are only formally welcomed back but rosters, meetings and last-minute changes are still handled the same way as before the birth, productivity and loyalty will suffer. 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 enough: new software, industry developments, legal changes, product knowledge, CRM systems, AI tools, communication with customers or project management. Those who can clearly name their own gap come across more clearly in conversations with employers or the AMS.
The AMS lists several options for people returning to work, including counselling, BerufsInfoZentren, further training courses, reorientation programmes and offers specifically for women. It makes sense to create a priority list: What do I need immediately to return? What will improve my chances in the next year? What is just 'nice to have'?
If the current job has changed significantly or returning to the same role is no longer realistic, an internal transfer can be better than a hard restart on the external job market. Those searching externally should not explain the parental leave defensively. A clearer approach is to present: previous work experience, current competence level, desired working hours and a realistic start date.
Applying after parental leave: Don't apologise, put it in context
Parental leave does not need to be hidden on the CV. It should be stated factually and briefly, for example as 'Elternkarenz' with the timeframe. More important is what comes after: Which responsibilities were previously held? Which results can be documented? What further training or professional updates took place during the break? What working hours are possible now?
In the job interview a concise, confident formulation is better than a long justification. For example: 'I was on parental leave until May, prepared my return and can work 30 hours from September. Professionally, I bring experience in customer service, proposal preparation and CRM; I refreshed my system knowledge in the spring.' This keeps the focus on work readiness and the benefit to the company.
If in doubt, you can use internal resources: the jobspot.at article on Telework in Austria helps with preparing arguments for working from home, the article on Salary transparency in assessing pay issues. If continuing education is a topic, the article on further training time provides additional guidance.
What employers can do better now
For companies, re-entry after parental leave is not just an administrative matter. In a labour market with a need for skilled workers, losing experienced employees after parental leave is costly. Good employers therefore define a standard process: contact during parental leave, voluntary update meetings, timely clarification of tasks, transparent part-time arrangements, no career penalty for parenthood, and a clear plan for cover.
The attitude toward fathers is particularly important. If paternity leave in the workplace is treated as an exception, a disruption, or a career risk, the burden remains unevenly distributed. The current AK feature shows that Austria still has some catching up to do here. Companies that actively include fathers in parental leave and part-time models not only help individual families but also improve mothers' chances of returning to work.
Checklist for returning to work
- Four to six months before returning: clarify care arrangements, desired working 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 needs and possible remote work days.
- If going part-time: check legal requirements and prepare the application or proposal in writing.
- If changing jobs: update your CV, present the parental leave factually, and state your availability clearly.
- If you have skills gaps: check AMS, BIZ, women's career centers or suitable further training options.
- 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 rose slightly in May
