Founded by someone who lived this from both sides: as a returning director and as a manager leading teams through leave. Pause 2 Power is built on what actually happens, not what policy documents suggest. We work across three levels simultaneously, track business KPIs, and stay until the transition holds.
Most companies don't lose talented women overnight.
They lose them in the months after parental leave, when the woman who returns is not the same woman who left, and nobody knows what to do with that. Pause 2 Power puts the structure in place before the cost shows up on the balance sheet.
Why choose us
What we do
Why it works
Why choose us
What we do
We work simultaneously with the returning woman, her manager, and the organisation. Because the transition doesn’t happen in isolation, and one without the other doesn’t hold.
Why it works
Parental leave transitions follow predictable patterns, and predictable patterns have structural solutions. Our approach is grounded in Dutch reintegration legislation, published research, and direct field experience, not generic HR best practice. We track retention, time-to-productivity, and stress-related absences. And we continuously refine our work through conversations with HR professionals, managers, returning women, and health specialists, because the field informs the solution, not the other way around.
Losing talent after parental leave is preventable. Let's talk about what that looks like for your organisation.
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The numbers that matter
The cost of getting this wrong is measurable. So is the cost of getting it right.
- 1 in 3 women leave their employer within 18 months of returning from parental leave (EIGE, 2023)
- €19,000–30,000 average cost of losing a returning employee
- €30,000 average cost of a burnout-related exit (PMC, 2022)
- 42% of Dutch sick-leave days are mental-health related
- +10pp target retention improvement for returning employees in structured solutions
