A practical guide to returning from maternity leave

Embarking on a return to work can be an emotional, daunting, and overwhelming prospect. Getting to the point of returning requires a lot of organisation and logistical coordination on the part of the returner. Check out our latest piece published by IMAGE.ie.

Maternity leave returners bring immense value back to the workforce, but recognising that value is only the start. A smooth, successful return is a two-way street: there are small, low-cost efforts on the part of the employer that can make an enormous difference to a returner’s experience. Employer support, coupled with preparation by the returner, is the perfect combination for a strong and successful return.

For the returner

Childcare dry runs and back-up plans

Childcare looks different for everybody. Whether you have found a coveted creche place, a childminder/au pair, or have family support, the arrangement will be a change for you and your child. Try to avail of “settling in days” at least a couple of days before your return, if possible. This lets you focus solely on supporting your child through this period of change, and gives you space to get used to being apart from them before the pressures of work start building up. It is also worth doing a dry run, mapping your commute, and practising what your new morning routine will look like. Doing this without the pressure of having to actually be at work for a set time is a great way to ease into the reality of the first day.

With all the preparation in the world, there are some things working parents simply cannot plan for: sudden illnesses, school and crèche closures, and so on. These can happen at short notice, and though it’s hard to fathom before you have even returned, knowing you have a back-up plan in place alleviates a huge amount of worry. Work out what your protocol with your partner will be if you receive a call out of the blue and are needed immediately. Preparing sooner rather than scrambling later is crucial.

Get your head back in the game, gradually

Thinking about work can feel like the last thing you want to do as your return date looms, but passively easing back into the wider world makes the transition far less daunting. A podcast related to your industry, a topical radio interview, a quick scan of current affairs: these small, low-effort dips back into the wider world remind you there’s a lot going on, without the shock of it all landing on day one. Passively consuming content like this can also go a long way towards tackling imposter syndrome and the feeling of disconnection that can build up while you’re away.

Reconnect before you return

In the lead-up to your return, start reconnecting with colleagues casually where you can, even just a text or a coffee a couple of weeks out. It takes the pressure off having every reconnection happen in week one, and it reminds you of the value of those relationships before you need to lean on them.

Push for a gradual start

Some employers offer KIT days or a formal phased return; even without that, simply starting midweek rather than facing into a full five days can make a real difference. You wouldn’t run a marathon without building up to it, and the same logic applies here. You can also use entitlements like annual leave or parental leave, depending on your organisation’s stance, to help create a gradual return.

Set expectations early

Establish a clear communication channel with your manager as soon as you’re back, and be upfront with each other about what you both expect. Talk them through your back-up plan for when emergencies strike; it is a huge help for employers to have an understanding of this. A good manager will make you feel safe and supported, but not every manager will get this right instinctively; it may fall to you to lead the conversation.

Know your legal entitlements

Breastfeeding breaks, parental leave, emergency leave for dependants: there are a number of supports you are legally entitled to as a working parent. It is worth familiarising yourself with these before you ever need to use them.

Redistribute the home workload

You’ll likely have picked up a significant amount, if not all, of the household load while on leave. Take the time to discuss with your partner how jobs will be redistributed before you return, so you’re carrying as little as possible into that transition. Knowing that household tasks will be taken care of frees up a lot of mental space, which then enables you to focus on your return, your work, and your child.

Give yourself grace

It’s a genuine transition, much like the early stages of motherhood itself. You will adapt. Give yourself the permission, time and space to do it.

For employers, managers, and peers

Never assume

This is the simplest and most critical step any employer, manager, or peer can take. Don’t assume how anyone’s leave has been and don’t assume how anyone feels about being back. Every person’s return journey will be different, with its own ups, downs, and challenges. Some will want to leave their parental identity at the door and focus purely on work; others won’t. Don’t presume either way. True support is creating a safe space for the returner to vocalise what they practically need from you.

Rethink flexibility

Working parents require flexibility. Flexibility is often synonymous with working from home. The flexibility parents require isn’t as simple as offering working from home as an option. What returning parents actually need is a genuine understanding of the logistics involved in showing up, and an acknowledgement that even the best-laid plans go sideways sometimes. That means scheduling meetings around drop-offs and collections, giving leeway to leave for vaccine appointments and making the time up later, and accepting that our childcare systems simply aren’t built around rigid working hours. Real flexibility is the willingness to accommodate that reality. Employers should also be aware of employees’ legal entitlement to request remote and flexible working under the Work Life Balance and Miscellaneous Provisions Act 2023. There are processes employers legally need to follow when considering these requests.

Acknowledge the transition properly

There’s a lingering trope that someone has been “off” for a year. In reality, they’ve likely never worked harder. Recognise the scale of what a returner is taking on: stepping back into a role while balancing a new identity and a new set of responsibilities. That acknowledgement matters more than people realise.

Support the creation of networks

Peer networks for parents and carers give people a space to relate to each other’s experience, share what has worked, and support one another in ways a manager alone can’t replicate.

Make healthcare access straightforward

Not every employer can offer a generous benefits package or an Employee Assistance Programme, but every employer can make it easy for returners, and indeed all employees, to attend healthcare appointments that fall during working hours. Being reasonable about this costs nothing and means a great deal.

Holding returners in unconditional positive regard

There’s a concept in coaching called unconditional positive regard. You believe in your client, you trust that they’re genuinely willing and ready, and you trust them to do the work, even in a period of transition. The same should apply to the relationship between managers and returners.

Returners have chosen to come back. They’re there, willing, able, and bringing a full raft of skills with them. Supporting and valuing that isn’t just good practice; it’s what determines whether they thrive and whether they stay.

Ultimately, it’s incumbent on all of us to support returners, and small efforts can have a significant impact on their experience.

Sorcha is the founder and lead coach at Clarico, a coaching, training and support service for employees and employers navigating life’s key transitions. Clarico offers individual career and return-to-work coaching. They also partner with employers to craft practical, employee support solutions.