At iManage, we believe that building a family is one of life’s most meaningful milestones —and it deserves time, presence, and support. That’s why we recently enhanced our parental leave policy to offer primary caregivers 20 weeks of 100% paid leave and secondary caregivers 10 weeks of 100% paid leave. This industry-leading benefit is designed to give parents the space to fully experience the early days of parenthood without compromising their careers. Recently, we spoke with several iManage employees who took parental leave to hear about their journeys—how they prepared, how they spent their time away, and how they transitioned back to work. Their stories reflect the power of flexibility, trust, and a culture that truly puts people first.
Luis Gui, Technical Support Manager
Luis' experience with parental leave was a study in flexibility and trust. As a relatively new member of the Australia team with new hires under his wing, stepping away could have felt daunting; but thanks to a transparent and supportive environment, he never once felt like he was abandoning his role. Instead, he was able to completely unplug, knowing his team and leadership had everything covered. His focus turned fully to his family—particularly important as he and his partner were raising two children without local family support in Australia.
Luis strategically planned his leave, taking 8 weeks upfront to support his wife, toddler and newborn, and saving time for a meaningful trip later in the year. That second stretch brought the family to Brazil, where his mother was able to meet their youngest, Benjamin, for the first time and celebrate his 1st birthday. With the flexibility offered by iManage, Luis even coordinated part of his remote work schedule around time zones to extend his stay. Returning to work, he found the transition smoother than expected—clear conversations with his manager helped him reorient, and the team had maintained strong momentum. For Luis, the experience underscored not only the power of a good leave policy, but also the importance of trust, planning, and being present. His advice to future parents? “Give 100% to that moment—you won’t get it back.”
Deborah Garcia, Senior Manager of Partner Development
For Deborah, her second parental leave at iManage came with a new layer of complexity; this time, she was not just a parent, but also a people manager. Leading a team while preparing for time off required intentional planning—but she wasn’t alone in the effort. Her manager, Dan, was hands-on and went the extra mile to ensure she could step away with confidence. The business even brought on additional coverage to support the EMEA region, reinforcing that her role, and her time away, mattered.
Deborah made the most of her leave, embracing both community and travel. She joined a mom’s group that met regularly for workouts, coffee, and connection, something she says was a game-changer compared to her more isolated first leave during COVID. She also took her family to the Canary Islands for a month-long, sunshine-filled retreat. Coming back to work, Deborah felt supported and encouraged. With strong coverage in place and a manager who remains flexible and understanding, the transition felt smooth. Her advice to future parents? “Really disconnect and trust your team. This is precious time with your baby that you won't get back.”
Bayardo Lacayo, Engineering Manager
From the very beginning, Bayardo felt a strong wave of excitement and support from his team as he prepared for his 10-week parental leave. His colleagues proactively positioned themselves to take on responsibilities, ensuring a smooth handoff and giving him the confidence to fully disconnect. This culture of care and preparation created space for Bayardo to focus entirely on what mattered most — his newborn.
The time away was focused, joyful, and deeply meaningful. Bayardo reflected on the irreplaceable value of being present for the baby’s early milestones — the first laugh, the first smile — and the strengthened bond that formed as a result. Coming back, he was met with continued support and understanding. The team had followed through on the game plan, and he was given the grace and time to catch up, all while being recognized as a new parent adjusting to a new rhythm. "It meant a lot to know I could be fully present," he shared, “and come back to a team that not only had my back but celebrated the experience with me.”
Aditi Singh, Senior Data Scientist
Aditi’s experience with parental leave was marked by thoughtful planning, empathetic leadership, and a flexible transition back to work. Encouraged by her manager to prioritize bonding time over professional obligations, she shifted her mindset and allowed herself to be fully present during her leave. That intentional space made all the difference as she navigated the early stages of motherhood.
When it came time to return, Aditi eased back into work through a phased approach — first working part-time, then shifting back to a five-day work week. That transition period was crucial, allowing her to adjust to the realities of being a working parent without the added pressure of diving straight into a full schedule. Supported by a responsive team and empowered by a culture that values balance, Aditi returned to work with confidence. Now back in her stride — running an intern program and receiving positive feedback in reviews — she encourages other parents not to overthink their return. “It’s all about balance,” she says, and having the right support system makes it possible.
Domenic Lovallo, Talent Acquisition Manager
For Dom, the iManage parental leave experience was nothing short of transformative. With two children and two enhanced leaves under his belt, Dom spoke candidly about how rare and valuable it is to have access to 10 weeks of paid time off. He credited his strong relationship with his manager for allowing him the flexibility to take leave in a way that aligned with his family's evolving needs. Rather than taking the time off all at once, he split his leave—taking 2 weeks upfront and the remaining 8 weeks when his youngest was 9 months old—making the experience feel truly centered on his personal life, not just work logistics.
During his most recent leave, Dom made the most of the time by traveling with his family across France, enjoying six unplugged weeks abroad. These moments — off the grid, with his family — offered a kind of presence and connection that’s hard to come by. Transitioning back to work was handled with grace with a more structured reintegration. Dom was particularly appreciative of the trust and autonomy he was given, and he emphasized how rare and meaningful it is for a dad to feel this supported. “It’s industry-leading,” he said, “and a real reflection of iManage’s commitment to family.”
More than just a benefit
At iManage, benefits like enhanced parental leave are more than just policies—they’re proof of our commitment to building a workplace where people and families thrive. The stories above show how flexibility, trust, and support make it possible for employees to be fully present at home while continuing to grow in their careers.
If you’re interested in being part of a culture that invests in you and your family, explore our open roles and discover how you can build your future with iManage.
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About the author
Dominic Signorelli