Supporting Mums in the Workplace After Maternity Leave

At CharityJob, we recognise all mothers and understand that each person’s journey to motherhood is unique. Wherever their path leads, mums should feel supported by their employer before, during, and especially after time away from work. All organisations should focus on creating and maintaining an inclusive workplace with strong employee retention. Part of this involves ensuring mums are treated equally and feel that their employer values them both as individuals and as women in the workplace.

A return from maternity leave is a major transition for any mum, whether they’re a first-time mum or have had other children before. This guide aims to equip employers and managers with the knowledge and tools to support mums transitioning back to work. We’ll cover employee rights, employer responsibilities, preparation and welcoming tips, and how to provide ongoing support for new mums at work.

Why supporting mums back to work matters

Although women’s rights have come a long way, many still have anxiety about how maternity leave might affect their jobs; a concern that could intensify as the return-to-work date approaches if their employer has not provided reassuring support. Mothers should never feel like a burden for taking time off work to care for their new baby or face negative effects on their careers. Poor treatment of mums could lead women to decide not to return to their roles and might even harm the recruitment of women if organisations are seen to treat mothers unfairly. 

How an organisation treats mothers in the workplace significantly impacts employee retention, especially in charities. Women make up nearly 70% of CharityJob’s candidate pool. While birth rates have declined since the 1970s, it’s reasonable to assume a significant number of these women will take a leave of absence to welcome a child into their families.

As compassionate humans and ethical employers, supporting an employee returning from maternity leave benefits everyone:

• Individuals: For new mums, providing personal support to help them reintegrate into work will positively influence their wellbeing and career, potentially increasing their likelihood of remaining with the organisation longer.
• Team: When new mums gradually return to their roles, teams can uphold diversity and inclusion while enabling an essential member to keep contributing.
• Organisations: Supporting mums after they return to work helps organisations keep valued staff and boosts employer reputation and employee loyalty.

Understanding employee rights during and returning from maternity leave

Without getting too deep into the legalities, employees have a number of rights during and after maternity leave, including protection from unfair treatment.

During maternity leave:

• Work up to 10 optional ‘keeping in touch’ (KIT) days.
• Protected terms and conditions of employment and benefits.
• Accrue annual leave as normal.

After maternity leave:

• Return to the same job, or a similar role if their old job is no longer available.
• Offered a suitable alternative role if made redundant.
• Right to request flexible working arrangements.

Ultimately, it’s important to be fair, flexible, and communicate clearly with individuals during maternity leave and leading up to their return date. Employers should seek formal or legal advice on maternity leave to ensure they safeguard employees’ rights.

Your responsibilities as an employer

While there are legal requirements for employers, there are also good practices and simple gestures to show support for working mums, such as phased returns, flexible working arrangements, and training to keep employees up to date on systems and processes. 

Legally, employers must:

• Understand that pregnancy and maternity are protected characteristics under the Equality Act 2010.
• Allow paid time off for prenatal appointments.
• Protect health and safety by carrying out risk assessments.
• Not pressure employees into attending KIT days.
• Ensure employees take at least two weeks off after birth, or four weeks for factory workers.

It’s also good practice to:

• Keep employees informed about major changes in the organisation while they’re off.
• Invite them to company parties and social events during maternity leave.
• Offer open discussions about flexible working, phased returns, and part-time hours.
• Provide training or refresh sessions on any systems or processes.

However, all of these require careful preparation to ensure mums feel confident at work when they return.

Preparing for maternity leave before an employee goes on leave

Planning for an employee’s return to work can even begin before their baby is born. While plans might change once their new arrival comes, it’s worth discussing preferences for keeping in touch, setting expectations, and the importance of staying connected. Early preparation will allow both employers and employees to feel like there’s an open line of communication, should the plan need to be revised.

How to support an employee returning from maternity leave

“On my first day back in the office we had a team lunch, which was a nice way to catch up with everyone, and I wasn’t given my full workload back at once, so I could settle back in at my own pace. I reduced my working hours to four days a week to help manage childcare and although that can be challenging at times, I have regular catch-ups with my line manager to make sure my workload remains manageable.”

Steps to welcoming mums back from maternity leave don’t have to be complicated, just practical and kind.

1. Welcoming mums back on their first day

A new mother’s first day back to work should be a positive experience. It’s important to provide direction and communication without overwhelming them. Ask employees for preferences about what would be useful, and also include some small, simple gestures to acknowledge the significant life change. For example, ask whether they’d like to share photos of their little one or talk about their experiences during maternity leave.

A first day back for on-site employees will look quite different to a first day back for remote employees, so it’s worth keeping this in mind when planning your welcoming activities.

2. Offer flexible working and phased returns

Balancing work and childcare can feel like a juggling act for working parents. It’s common for mums to request phased returns to work and flexible working hours after maternity leave to ease the pressure. Some parents may even ask to reduce their hours to part-time to accommodate caring responsibilities – something that affects women more than men. 37% of mums work part-time to manage care needs, compared to just 11% of dads.

It’s important to have an open, understanding discussion with employees about their proposed working patterns. Aim to come to a realistic, reasonable adjustment that enables them to continue working while managing their motherhood responsibilities. High workloads are a common challenge, especially in the charity sector, so this will need to be carefully considered if someone wishes to return onto reduced hours to ensure they can handle their workload and the organisation can manage any reductions in responsibilities.

3. Supporting confidence and well-being

Mothers rejoining the workplace face a range of challenges, including anxiety, confidence issues, and shifts in their sense of identity. Employers should show understanding for any difficulties mothers might be experiencing by conducting regular check-ins and needs assessments, and providing mental health support.

Mothers rejoining the workplace face a range of challenges, including anxiety, confidence issues, and shifts in their sense of identity. Employers should show understanding for any difficulties mothers might be experiencing by conducting regular check-ins and needs assessments, and providing mental health support.

4. Training, updates and re-onboarding

The practical aspect of work on the first day back should be straightforward. Employers can help by putting clear, supportive steps in place:

• Have a back-to-work interview to review details. A short discussion about role expectations could also help offer much-needed clarity – even those returning from a couple of weeks of annual leave often need a moment to remember what they do for a living!
• Ensure system access is reinstated quickly to prevent frustration or concern about being locked out. 
• Provide employees with refresher sessions on current and new processes, as many may feel like a distant memory after the whirlwind of maternity leave.

Having a return-to-work conversation

A structured yet supportive conversation with an employee, ideally before their leave ends, can help employers put the necessary arrangements in place, ready for the employee’s return to work. 

This conversation should be a two-way dialogue, emphasising genuine listening and collaborative problem-solving rather than dismissing concerns. Discussion topics could include role responsibilities, flexible working requirements, and any additional support the employee might need.

FAQs about supporting employees after maternity leave

How do you welcome someone back after maternity leave?

The first day back should be structured but relaxed. Other employees should be made aware of the return and be encouraged to share welcome messages with the new mum. Recognise the important life work they’ve been doing while not in the workplace by asking how their maternity leave was and to share baby photos if they feel comfortable. 

What if an employee doesn’t want to return after maternity leave?

Sometimes an employee may not want to return to work when their maternity leave ends, and this doesn’t necessarily mean the employer has done anything wrong; there are various reasons why they may choose to leave. As with any employee exit, the relationship should be left on good terms, wishing the leaver well and leaving the door open for them to reapply for roles in the future or recommend colleagues for suitable vacancies.

 How can employers support flexible working after maternity leave?

Flexible working arrangements are among the best benefits an employer can offer working mothers to help them remain in the workplace. There are several adjustments that could be made, depending on employee and organisational needs. This could include flexible working hours, parental leave throughout the year, and working-from-home days – all of which can continue long after they return from maternity leave.

Build a more inclusive workplace with CharityJob

Want to improve the diversity of your charity workforce diversity? CharityJob is passionate about creating a more inclusive workplace for women and all genders, supporting all gender-related challenges, such as menopause management, fertility policies, caring for transgender employees and mothers. We’re your partner for achieving inclusive hiring and improving employee retention.

Post a job with CharityJob Apply and get free access to our end-to-end Applicant Tracking System (ATS) tools designed to improve applicant diversity. Our ATS allows you to filter CVs with keyword searches, communicate with candidates, evaluate applications and – perhaps most importantly – help remove unconscious bias from your recruitment process. 

We offer four job ad packages to suit your needs and budget. Choosing the right package is important because it determines the pool size, type, and quality of candidates your ad will reach.

If you’re not sure which is right for your non-profit organisation, contact us for personalised advice. Give us a call on 020 8939 8430, or email us at info@charityjob.co.uk