Returning to Work After Maternity Leave - How Employers Can Support Returning Mums 

In January of this year, I returned to work after taking 11 months of maternity leave. Like many, I approached this transition with a mix of emotions: gratitude for the time I had with my baby, worry about being apart, and uncertainty about how I’d reintegrate into the professional world. 

For nearly a year I had been with my baby almost every day, learning new skills that don’t always make it onto a CV but which are just as valuable in the workplace. Patience, emotional regulation, adaptability, and an entirely new level of resilience. As much as I looked forward to having a little space for myself again, going back to work after so long felt quite daunting.  

My baby still woke multiple times a night and I was still breastfeeding. Some days it felt disorienting to drop my baby off at nursery, often with tears (mine and theirs!), and then try to focus on a full inbox and a long to-do list. In the early days of returning to work I felt sleep-deprived, mentally foggy, and emotionally stretched thin. Thankfully, I’m very lucky to have incredibly supportive managers and a compassionate team around me. This support made all the difference. 

How Employers Can Support Returning Mothers

Employers play a critical role in easing the return-to-work transition. Here are a few ways managers can support those returning to work following maternity leave: 

1. Have a return-to-work plan
   Talk about how work will be gradually reintroduced, discussing priorities and how responsibilities will be built back up to allow time for adjustment. 

• Consider a phased return 

For some mums, a gradual increase to full-time hours can make the world of difference. Mothers continue to accrue annual leave while on maternity leave, so this accrued time could be used to support a phased return, if that is of interest. 

• Offer other flexible working arrangements
  Flexibility with hours or remote/hybrid options can be of huge help too. 
• Avoid unrealistic performance expectations
  Understand that a returning mum is adapting to a whole new way of being. Productivity may look different (not worse) than before.
• Foster an open, empathetic culture
  Encourage managers to check in regularly — not just on performance, but on wellbeing. 
• Provide mental health support
  Transitioning back to work can be emotionally overwhelming. Access to mental health resources can provide vital support.

Breastfeeding and Returning to Work

For mothers who continue to breastfeed or pump, returning to work presents another layer of complexity. Expressing milk during the workday requires time, privacy, and understanding.

Legally, employers have obligations to support breastfeeding mothers. In the UK, our key legal obligations include: 

• Providing a clean, private space (not a toilet) for expressing milk.
• Providing access to a fridge for milk storage.
• Allowing flexible breaks to accommodate breastfeeding needs.

Beyond legal compliance, employers can foster a supportive environment by normalising conversations about breastfeeding and offering remote working if possible.

Final Thoughts 

A mother returning to work after maternity leave is not the same employee she was before. Her priorities, capacity, and daily responsibilities have changed significantly, and she's adjusting to a new balance between work and home life.

Providing flexibility, empathy, and appropriate support during this transition is essential and can have a lasting impact on a mother’s wellbeing, performance, and long-term engagement. When a mother feels supported, everyone benefits. 

Take the next step in protecting your business and employees. Please don’t hesitate to contact your designated HR Advisor — we're here to help.

For guidance, speak to your HR Advisor: hr@skaltd.co.uk | 01427 402 403
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