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Parental leave is broken.
Not because policies are poor — they're often generous and well-intentioned.
It's broken because delivery is improvised. Every manager runs leave differently.
And outcomes depend on luck, confidence, and capacity — not process.
The result?
Avoidable attrition. Stalled reintegration. Lost momentum.
£150k–£350k exits that should never happen.
Parental leave isn't an HR task.
It's a business continuity discipline — and a leadership moment that shapes careers.
When transitions are standardised, outcomes become predictable.
Predictability protects performance, retention, and enterprise value.
Parent Card exists to make that predictability the norm.
We're the experience layer that operationalises parental leave.
Above policy
Setting direction for how leave is experienced.
Alongside HR systems
Complementing, not replacing, your existing infrastructure.
Deliverable by every manager
Consistency without asking for extra capability.
Beneficial to every returner
Clear, structured journeys that build confidence.
Defensible to every CFO
No integration required to start. Just clarity, consistency, and commercial protection — on day one.
Powered by the Continuity Operating System™ — a managed framework that delivers consistent journeys without extra admin.
Commercial goals that guide delivery: continuity protection, reduced attrition, pipeline visibility.
Standardised workflows, accountability, and measurable touchpoints.
Capability uplift for managers, returners, HR, and leaders — confidence at every stage.
The result: predictable retention, protected performance, and accelerated reintegration.
Deliver consistency without adding workload.
Return faster, with clarity and momentum.
Reduce invisible labour and risk with predictable processes.
Protect continuity and pipeline tied to high-value talent.
Protects 12–18 weeks of productivity per return by accelerating reintegration.
Standardised progression timelines that restore full capacity faster and minimise handover drag.
Reduces succession friction and pipeline volatility tied to inconsistent transitions.
Evidence-based reporting to justify investment to finance & leadership.
Talent is fluid.
High-potential returners are competitive assets — and every unmanaged transition is an exit risk.
When one regretted return costs £150k–£350k, consistency becomes strategy — not sentiment.
Companies protecting continuity, maintaining momentum, and reducing attrition don't just keep talent.
They compound enterprise value.
Parent Card is how you operationalise that protection at scale.
To transform parental leave from a point of risk
into a repeatable moment of retention, continuity, and leadership.
Protect continuity. Retain returners. Lead with confidence.