| Abstract [eng] |
Demographic changes, labor market dynamics, and the growing organizational focus on employee well-being have increased the need to understand how organizations support employees during significant life transitions. One of the most sensitive and complex transitions is the return to work after maternity or paternity leave, when employees face changing emotional, physical, social, and organizational needs. Although scholarly literature increasingly addresses employee well-being, there is still a lack of systematic insights into how different dimensions of well-being manifest during the return-to-work process and which organizational solutions promote successful reintegration. The object of the thesis is the organizational solutions that influence the well-being of employees returning from maternity and paternity leave. The aim of the thesis is to identify and analyze organizational practices that affect employee well-being during the return-to-work period. The theoretical part examines the concept and dimensions of employee well-being – psychological, physical, social, economic, and organizational – as well as the legal and organizational context of maternity and paternity leave. It also identifies key measures used by organizations to support returning employees. The empirical research is based on qualitative semi-structured interviews with ten participants and analyzed using content analysis. The findings reveal that returning to work is a multidimensional process. Psychologically, employees experience anxiety, guilt, role conflict, and changes in professional identity. Physical well-being is affected by increased workload, fatigue, and workplaces that are not always ergonomically adapted. In the economic dimension, employees feel generally stable but lack sufficient information about social guarantees. Social well-being largely depends on peer and managerial support, while organizational well-being is shaped by flexible work arrangements, communication clarity, and leadership attitudes. The study also highlights employees expectations for clear, structured, and empathetic organizational practices that ease the transition back to work and help balance professional and family responsibilities. |
