When a coworker announces they are going on maternity leave, it is natural to want to express support and share in their excitement. Finding the right words in a professional environment, however, can sometimes feel uncertain. You want to convey genuine happiness for them while respecting their privacy and maintaining professional boundaries. The aim is to be encouraging without being intrusive, and supportive without adding to their pre-leave workload.
Positive and Encouraging Messages
When a team member prepares for their leave, offering a message that is both warm and professional strengthens workplace relationships. The most effective sentiments focus on celebrating this new chapter in their life while affirming their value as a colleague. Keeping messages simple, sincere, and focused on their well-being is a reliable approach.
A. Express Genuine Excitement
A straightforward message conveying your happiness for them is always appropriate. Consider saying, “Congratulations on this exciting new journey! We are so happy for you and wish you all the best.” This type of message is positive and universally well-received. It centers on their personal joy without making any assumptions about their personal life or career plans.
B. Wish Them a Peaceful Leave
Focusing on the quality of their time away shows you care about their personal well-being. A phrase like, “Wishing you a peaceful and joyous maternity leave full of wonderful moments with your new baby,” communicates warmth and support. This message directs positive energy toward their leave itself, framing it as a special period for them to cherish.
C. Acknowledge Their Contribution
Letting a colleague know they will be missed is a powerful way to affirm their professional value. You could say, “We will certainly miss you and your positivity around the office, but we are so thrilled for you. Enjoy every moment!” This balances the professional loss for the team with personal happiness for the individual.
What to Avoid Saying
Just as important as knowing what to say is understanding what to avoid. Certain comments, even if well-intentioned, can create discomfort, add stress, or feel intrusive. Steering clear of overly personal or presumptive topics ensures your interactions remain supportive and respectful.
- Unsolicited advice or personal stories. Refrain from offering parenting advice or sharing detailed stories about your own or others’ experiences with childbirth and raising children. Every person’s journey is unique, and unsolicited guidance can feel overwhelming or judgmental. Negative or “horror” stories, in particular, can cause unnecessary anxiety.
- Comments on physical appearance. Making comments about a pregnant person’s body is highly inappropriate in a professional setting. Phrases like, “You look huge!” or “You’re finally showing!” can make a person feel self-conscious. It is best to avoid any remarks about their size, weight, or shape.
- Questions about future career plans. Avoid asking direct questions about whether they plan to return to work or how they will manage their career and a new baby. These questions can imply that their commitment to their job is in doubt and may add pressure. It is their private decision to share any such plans if and when they choose.
- Jokes about a “vacation.” Referring to maternity leave as a “vacation” or “time off” is a common misstep. Caring for a newborn is demanding, around-the-clock work that is physically and emotionally taxing. Such comments can minimize the intense effort involved in the postpartum period and early parenthood.
Offering Practical Work Support
Beyond well-wishes, offering tangible help with their workload is a practical way to show support before their departure. The goal is to reduce their mental load, not add to it with vague offers. A proactive and specific approach demonstrates genuine collegiality and helps ensure a smoother transition for everyone on the team.
The most helpful offers are concrete and relieve a specific burden. Instead of a general statement like, “Let me know if you need anything,” try to identify a task you can take over. For example, you might say, “To help you wrap things up, I can take ownership of the weekly sales report starting this week.” This provides a clear, actionable offer that the coworker can easily accept.
Another supportive action is to assist in documenting their processes for the person covering their role. You could offer to sit with them for an hour to help write down key procedures or organize project files. This not only helps your departing colleague but also benefits the entire team by ensuring continuity.