To have expected there to be a handover?

I would say - make the handover as detailed and explanatory as you possibly can, according to time constraints, and also offer a handover chat if time allows.

I don’t know where you work or what you’re involved in, but I think that if I were you I would also be prepared to return in a year’s time with a lot of stuff not very much moved on.

Are they definitely covering your post with this person. Leave them to it. Email HR reinforcing that you have left some info despite being instructed it wasn’t needed. You have a paper trail. Good luck with your new little one.

I'm currently on mat leave and im a senior manager. I wrote a very detailed handover document, did a handover meeting with my manager where we went through it all and then he got my cover up to speed after I had gone on leave. Plus my team could fill in some of the detail that wasn't appropriate for my manager to get involved in. I think if you have asked several times and have been told no handover, then you shouldn't push it but by putting together a document, you can ensure all the information is there in writing.

This feels very important now, but trust me that when you go on leave, you really won't care about work or the projects. Its hard to imagine when you are still in work but after about a week, i had totally adjusted. I love my job, I work really hard and conscientiously in a job i am passionate about. But for both my mat leaves, it has been like work just doesn't exist.

Wishing you all the very best for the new addition to your family.

I would expect you to put together a comprehensive handover document. With contact details for relevant people, and timeliness.

And a detailed position on each project and other pieces of work.

That way whoever takes over has all the information in writing.

I wouldn't expect to communicate all this verbally. But in writing.

Let it go now - just leave the document. You have suggested and asked, they have said no. And to be honest, if I were the person taking over from you, I would much prefer to have a document to refer to. If you were telling me things I might understand at the time, but then forget. I also think it would be information overload. A document is much better in my view.

Now go and enjoy your child/children!

Absolutely write up a summary of your projects, key stakeholders, priority actions for her to start with and your team members to go to for delegation/more info. Ask her whether she'd like a call or lunch to run through. Then it's over to her to step in and get going.

Try not to get too stressed, it probably seems massive now but in a few weeks you won't give a flying fart.

I'm a worried and a planner so from about 35 weeks I kept a headline document of where things were up to and what was the next thing that needed doing in case I have birth early. I was mid project for two projects and I think I just sent them a quick message on my last day where the projects were up to and that was that.

Reading this I'm wondering if HR think you mean 'overlap' when you say 'handover' as opposed to what you are talking about, just some time together to prepare her for cover/providing a doc etc.
I only learnt this recently myself, 'handover' meaning a different think from a logistics point of view in different companies. Is that maybe what's happened here, they think you want the new person to work alongside you for days/weeks?

This will all pale into insignificance once you start your adoption leave and welcome your baby/child into your home. THAT will be the most important thing.

Canbyiu tell us a bit more about the adoption or not? I wish you well with it, anyway ❤️

This

I can't really understand why you need to involve HR/your boss in a handover meeting? This is completely normal for any period of leave surely? If I go on holiday for a week I handover my work to whoever is covering me, likewise anyone in my team if they are going to be off, just sorts it out between themselves. Usually an e mail, outlining all current work, where we're up to/next steps and relevant contact details, with a follow up call to discuss it.

My guess would be HR are expecting you to have that sort of handover, but think you're asking about something more 'formal', like a period of shadowing or something? There's no way they are expecting you to just down tools and disappear for a year!

When are you so anxious about something you will not be responsible for?

If you make your own arrangements you are going behind your superiors back.
jist do a document and stop worrying. When you go on leave, it is no longer for you to worry about.

I wouldn't. There might be a reason they don't want any contact between you

I agree to contact directly - you can always make the meeting at ‘lunch time’ l so it’s not taking her away from her other work if that’s the concern.

Then maybe ask if you can start copying her in.

I think you need to tell your boss/hr that there has to be a handover as it won’t be possible for her to cover otherwise.

I really wouldn't worry about it. They're probably going to scrap your projects or something

I think this sometimes happens when there are internal transfers. The dept she's leaving may need her to cover her workload with them right up to the point of your leave starting. Releasing her to have time with you first could be a problem for them.

Agree with creating a handover document.

I'd just contact her directly to arrange your own handover.

I would contact her directly to set something up as well.