Ave Laas explores the often unjust treatment of mothers returning from parental leave, highlighting how they are perceived as high-risk employees despite being part of a silent demographic. The article delves into societal expectations that place greater familial responsibilities on mothers, who are frequently viewed as less ambitious upon their return. This stigma leads to limited opportunities for mothers, leaving them with less room for mistakes and fewer chances for career advancement once they re-enter the workforce.

The author contrasts this perception with Estonia's parental benefit system, which has been lauded as a success over the years. This system allows parents to stay with their children during the crucial early years of life. It has been continually adapted to become more flexible, promoting greater involvement from fathers and ensuring that parents can maintain a connection to their professional lives while on leave. One of the core goals of these changes has been to prevent mothers from becoming detached from the labor market and to preserve their professional qualifications.

Despite these advancements, the article argues that returning employees should not be viewed as an operational inconvenience. The systemic challenges and biases faced by returning mothers suggest a need for organizations to reassess their values and culture regarding parental leave. By fostering a more inclusive environment for returning parents, companies can better support their employees’ transitions back into the workforce, benefiting both the individual and the organization in the long run.