Ask a Recruiter
Q: One of our key team members is going out on parental leave soon. Should we bring in a temporary employee to cover their role?
A: Most likely — yes.
Parental leave coverage is one of the most common and effective uses of a contract worker, especially when you need someone who can step in quickly and keep things moving while your employee is away.
Here’s what to consider:
📆 Timing matters. You’ll want to plan ahead to ensure a smooth handoff. Ideally, your temporary employee will overlap with the current team member to receive training and gain context — even just a week or two can make a big difference.
🧠 Knowledge transfer is key. We recommend mapping out the most critical functions of the role and sharing any documentation, processes, or tools in advance. A well-prepared temp can be highly effective from day one.
💼 A staffing agency can handle the employment details. At Boly:Welch, our contract workers are our employees — we take care of payroll, benefits, taxes, and weekly timecards. You’ll receive a single weekly invoice for hours worked, with no additional employment burden on your end.
Bottom line: If you have a defined need with a clear end date — like a parental leave, medical leave, or even planned summer vacation time 😎 — temporary staffing is a smart, flexible solution. And with the right prep, your temp can feel like part of the team in no time.
We have more helpful resources for employers right this way!
