Danish Mom Opts for Early Return to Work Despite Generous Parental Leave
When Natalia Rogaczewska began her career with a political organization in Denmark, she hadn’t considered the parental leave policies. However, in 2014, when she became pregnant, she was offered a year of paid maternity leave. “The package was too good to pass up,” Rogaczewska said, recalling her decision to take the leave after her child was born in May 2015. She took nine and a half months off, sharing the early childcare duties with her partner, a student at the time.

Denmark’s Progressive Parental Leave Laws
Denmark’s parental leave laws are among the most progressive globally, providing up to 46 weeks of parental leave for working parents. New mothers are entitled to 18 weeks of leave around childbirth, while fathers or co-mothers get 2 weeks within the first 14 weeks of the child’s birth. Afterward, both parents can take 32 weeks of leave, extendable to 46 weeks.

As of August 2022, parents receive a government allowance for 24 weeks, with 11 weeks non-transferable, ensuring both parents share the responsibility.

Flexibility to Return Early
After seven months, Rogaczewska felt a strong urge to return to her job, finding her leave less fulfilling than expected. She returned after nine and a half months, using the remainder of her leave to work four days a week for the following year. The transition back was smooth, thanks to her and her partner’s flexible schedules.

Managing Parental Leave with Two Kids
With their second child born in July 2018, Rogaczewska and her partner, who was then completing his master’s, shared three months of parental leave. This overlap made it easier to manage the transition for their growing family. However, returning to work the second time proved more challenging, prompting Rogaczewska to start a company focused on improving the return-to-work experience for new parents.

Reframing Parental Leave in the Workplace
Rogaczewska believes the real challenge lies in how workplaces manage the transition when parents return. “It’s not about the leave itself but what happens when you come back,” she said. She advocates for greater inclusion and empathy in the workplace to ease this transition, viewing parental leave as a positive influence on employees.