Supporting Women Returning to Work After Maternity Leave: Why It Matters and What to Do About It

Returning to work after maternity leave is one of the most complex and emotionally charged transitions in a woman’s career.  Yet, in many organisations, it’s treated as a logistical milestone rather than a pivotal reintegration.

I have frequently seen that:

• Women are welcomed back warmly but not meaningfully reintegrated.  There’s no structured time to catch up on what’s changed, no clarity on current priorities and little thought given to expectations.

• Their role may be unchanged, but they aren’t.  Becoming a parent transforms your identity, your time, your energy, and often, your values.  When that shift isn’t acknowledged, it can leave returners feeling unseen and misunderstood.

• They’re expected to hit the ground running, mask their uncertainty and push through. Vulnerability feels risky.  Women wonder if they will be seen as less committed, less capable or less ambitious.

It’s rarely intentional.  But the consequences are real.

After time away, talented women often return from leave feeling unsure of their place, disconnected from their team or like they’ve silently taken a step back.  Confidence dips and engagement falters.  Some quietly step away from the career path they once had their sights set on.

If you’re serious about retaining and advancing women especially into senior leadership, you need to pay attention to how you support the return from maternity leave.

So, what does good look like?

1. Structured re-onboarding. Set up intentional catch-ups that go beyond a quick “how are you?”  Offer clarity around goals, updates on team changes and space for the returner to ask questions. Think of it as a re-onboarding, not just a return.

2. Acknowledgment of change. Managers don’t need to be experts in parenting, but they do need to recognise that their team member has experienced a major life event.  Simply asking, “What’s changed for you, and how can we make this work for you now?” can be powerful.

3. Creating psychological safety. A culture where vulnerability is seen as strength, not weakness, matters.  When a returner feels safe to share that they’re tired, unsure, or adjusting without fearing judgment, they’re more likely to re-engage fully and thrive.

4. Offering professional support. Maternity coaching gives women a confidential, non-judgmental space to rebuild confidence, reconnect with their career goals and navigate the transition back.  It helps them return not just ready to work, but ready to lead.

Supporting returners well boosts retention, strengthens your female leadership pipeline and contributes to a more inclusive culture.