How businesses can support the return to work after maternity leave
The transition back to work after maternity leave is a pivotal moment in the lives of many women. For new mothers, balancing the demands of their career with the challenges of raising a child can be daunting. More businesses are recognising the need for improved support, but many organisations still have work to do in creating truly inclusive and supportive environments for working mothers.
A central concern for new mothers is often flexibility around working hours and the ability to manage childcare. While some women opt to reduce their hours or work part-time upon their return, this solution is not always as beneficial as it seems. To truly support mothers on their return to work, companies must focus on long-term solutions that prioritise both the wellbeing of employees and the retention of talent.
Sarah Austin, Director of www.britishbusinessexcellenceawards.co.uk, delves into some key strategies that businesses can adopt to help support mothers returning to work:
Flexible working
Flexible working has become more common, but there’s a difference between offering flexibility and truly embracing it. Businesses should ensure that reduced hours or flexible schedules do not equate to a reduced career trajectory or missed opportunities. Clear communication between managers and employees is crucial to manage expectations and ensure that part-time workers aren’t taking on full-time responsibilities in fewer hours.
Supportive return-to-work programmes
A well-structured return-to-work programme can ease the transition for new mothers. This could include a phased return, where working hours gradually increase over time, or the introduction of ‘returnship’ schemes, which help women reintegrate into the workplace at a pace that suits them. Providing access to professional development opportunities during maternity leave also helps keep women connected and up to date.
Childcare support
One of the biggest challenges for working mothers is the cost and availability of childcare. Businesses can play a significant role by offering childcare vouchers, on-site nurseries, or partnerships with local childcare providers. Allowing for emergency childcare leave or providing flexibility for school runs can make a substantial difference in a mother’s ability to balance work and home life.
Parental networks and mentorship
Creating a network within the company where parents can share experiences, advice and support can be incredibly valuable. In addition, assigning mentors who have gone through similar transitions can offer guidance and reassurance to new mothers, helping them navigate challenges and career decisions.
Shifting cultural attitudes
While policies can be put in place, it’s the internal culture of an organisation that truly determines how supported a working mother feels. It’s essential that company environments recognise and value the contributions of part-time workers, avoid penalising parents for taking leave, and create a culture of inclusivity and understanding. Leadership should promote and model these attitudes, ensuring that every employee feels seen and valued.
The road ahead
In recent years, the conversation around maternity leave and returning to work has evolved significantly. The introduction of Shared Parental Leave (SPL) has given parents more flexibility in splitting their leave, and more companies are recognising the importance of creating family-friendly workplaces.
As more businesses embrace flexible working and introduce policies to support working parents, the focus must shift towards implementation and ensuring that these policies are not just tick-box exercises but genuinely benefit employees.
Sarah Austin, Director of www.britishbusinessexcellenceawards.co.uk, reflects on her experience of returning to work after becoming a mother:
“One of the biggest mistakes I made after returning to work was reducing my hours to three days a week. What I quickly found was that I was still very much working five days a week, but two of those were spent juggling a child and not being paid for the work I was doing. While we’ve seen some progress in recent years, there’s still a lot to do in changing internal attitudes and office cultures.”
With thoughtful approaches, businesses can help new mothers feel empowered in their return to work, reducing stress, enhancing work-life balance, and ultimately retaining valuable talent. In doing so, companies are not only supporting their employees but also building a diverse, inclusive and productive workforce, benefiting everyone involved.
