Back to Work, Not Back to Square One: Why Maternity Return Needs a Rebrand

There’s something deeply ironic about calling it “returning to work” after maternity leave, as if the past year wasn’t one long unpaid overtime shift with a boss who literally screams when they want something.

And yet, for so many women, the hardest part isn’t the sleepless nights or the teething chaos. It’s walking back into the workplace and being expected to pretend like nothing’s changed.

Let me say this louder for the people in the back: everything’s changed.

And here’s the real kicker,  it’s not the babies or the hormones that make the return to work hard. It’s the lack of thoughtful, structured support from workplaces that claim to care about women and families… right up until they have one.

I had a boss say to me once that he had no idea how I kept it all together with two kids. He was watching his wife, an accomplished medical doctor, fall apart at the seams after their first, and let me tell you, his own work was hardly impacted by the 3am feeds and endless nappies. Funny how that works.

Let’s unpack what actually happens, shall we?

The Promotion That’s Actually a Setup

Some ‘lucky’ women come back to find they’ve been rewarded with a shiny new title… and a hot mess of responsibility no one wanted to touch. Suddenly, they’re managing bigger teams, tougher clients, or chaotic projects, all while operating at 70% energy and pretending to remember how to log into Zoom.

That’s not empowerment. That’s being thrown to the wolves in a trouser suit. 

Same KPIs, Less Time. Make It Make Sense.

If you’re working 4 days a week, but your targets are still set for someone doing 5, you’re not part-time, you’re just being played. Why are we pretending that hours are elastic when it comes to working mums? If you want performance, give people parameters that make sense. Otherwise, it’s just maths gymnastics, and spoiler: the mum always loses.

The Soft Jolt That Feels Like Whiplash

There’s no easing-in period. No proper handover. No space to recalibrate. You walk back in and it’s like: “Here’s the crisis of the week, here’s your new team, oh and can you pick up where we left off… 10 months ago?” No wonder so many brilliant women end up doubting themselves. It’s not imposter syndrome, it’s the system gaslighting them.

So What Should Happen?

Ah, I’m so glad you asked. Supporting a mum back into work doesn’t require unicorn magic or endless resources. Just common sense, decent leadership, and a little empathy.

Here’s what best practice actually looks like:

• Pre-Return Conversations: A proper chat before she comes back. Not “when are you back?” but “how are you feeling about coming back and how can we make it work for you?”

• Phased Return Options: Gradual re-entry is key. Whether that’s fewer days to start, flexible hours or reduced responsibilities for a set period,  it’s about giving her space to find her rhythm.

• Adjusted Targets: If she’s working fewer hours, so should her KPIs. This isn’t radical. It’s just fairness.

• Reboarding, Not Just Re-entering: Systems change. Teams evolve. Give her a proper re-introduction like you would for a new hire. Because let’s be honest, some days it does feel like starting over.

• Regular Check-ins: Not performance reviews. Actual human conversations about what’s working, what isn’t, and what support’s needed. Revolutionary, I know.

Let me be clear: women don’t need “special treatment.” They need workplaces that see them,  all of them, and adapt accordingly. Maternity leave isn’t a career death sentence, it’s just a different chapter. But if we don’t rewrite how the comeback works, we’ll keep losing top talent through a revolving door of burnout and guilt.

So no, the problem isn’t women coming back “weaker” or “less committed.” The problem is that we treat their return like a footnote instead of a full-on plot twist.

It’s time to stop pretending the return to work is just another Monday.
It’s not. It’s a massive transition.
And done well, it can be the making of both the mum and the organisation.

So let’s raise the bar, not just the expectations. Organisations can definitely do better and it is cheaper than having a low staff retention rate.