Silent Treatment: Why Ignoring Returning Parents Could Backfire on Employers
Published on 08/12/2026 at 22:22 | Redaktion boerse-global.de
A growing number of companies are going quiet when employees try to return from parental leave — and the consequences for workers who respond the wrong way can be severe.
The phenomenon, which employment lawyers now call "job ghosting," sees employers deliberately ignoring requests about return dates, working hours, or job locations. For parents coming back from statutory leave, this silence creates a legal minefield that could cost them their jobs.
Mareike Curtze, a specialist employment lawyer, confirmed the trend is becoming increasingly common in German legal practice. The uncertainty leaves returning staff unsure not just about their schedules, but about whether their employment relationship still exists at all.
One case currently making its way through the courts illustrates the stakes. Attorney Sandra Runge represents a mother whose parental leave ended at the end of June. Despite repeated outreach, her client has received no confirmation or details from her employer about resuming work.
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The Trap That Ends in Dismissal
The biggest danger for returning parents is staying home when the employer stays silent. Legal experts are unequivocal: workers must show up at the workplace on the first scheduled day after their parental leave ends — even if the employer has refused all communication and given no instructions about starting work.
Choosing to wait at home for a response is a gamble that can end in summary dismissal. Unauthorised absence counts as a serious breach of duty, giving employers the legal grounds to terminate the contract with immediate effect. By appearing in person, employees formally demonstrate their willingness to work and protect themselves against accusations of refusing to perform their duties.
The practical advice from lawyers is straightforward: document every attempt to contact the employer, and seek legal counsel early. The silence becomes even more damaging when returning parents want to negotiate changes — such as reduced hours or modified contract terms — since the employer's non-response weakens their bargaining position considerably.
A Growing Conversation
The issue has gained traction in recent months through professional networks like LinkedIn and coverage in the Frankfurter Rundschau, as legal experts work to raise awareness among both workers and the wider HR community.
Yet even with this attention, the legal reality remains harsh. An employer's refusal to cooperate does not release employees from their contractual obligation to appear on their first day back. The burden, lawyers stress, falls on the returning worker to show up — regardless of how many messages go unanswered.
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