A New Approach to Maternity Leave & Return Transitions

What 55 interviews with working mothers taught me about why organizations need to rethink maternity leave.

At the beginning of this year, I set out to understand how the common assumption that women pick up where they left off when returning to work shapes women’s maternity leave & return experiences and how organizations support (or fail to support) this transition.

I conducted two rounds of qualitative research, interviewing 55 women across 13 countries, more than 10 industries, and a range of leadership levels.

Here are the key learnings from their experiences and how we can use these insights to shape more supportive maternity support that doesn’t only prepare women for their leave but also helps them reintegrate sustainably upon their return.

The biggest misconception about returning to work

Organizations often invest considerable effort into preparing employees for maternity leave, but very little attention is given to what happens next.

Across the interviews, women described returning to work as far more than resuming a previous role. They were navigating sleep deprivation, childcare logistics, shifting priorities, changes in identity and the challenge of integrating motherhood into their professional lives. And all that while trying to perform at the same level they had before leaving.

At the same time, their workplaces had also changed. Teams had evolved. Managers had changed. Strategies had shifted. Yet most return-to-work processes still assume continuity.

The research led me to one conclusion: There is no such thing as "returning to normal."

Women need a structured reintegration to readjust to what many described as “a new reality.”

Three lessons for organizations

The findings point to three clear opportunities for organizations.

1. Build structured reintegration—not just maternity leave processes

Women consistently felt rather prepared for going on leave but not for coming back. Reintegration shouldn't begin on the first day back; it should start before maternity leave begins and continue well beyond the official return. Structured planning, aligned expectations, phased re-entry and ongoing conversations create a more realistic and sustainable experience for employees, managers and teams.

2. Equip managers to lead the transition

One of the strongest findings was the influence managers have on a woman's experience. The best returns were shaped by empathetic managers who created trust, flexibility and psychological safety. But women also recognised that this support often depended on luck. Organizations shouldn't rely on individual intuition but instead equip managers with the knowledge, tools and confidence to guide employees through this transition consistently.

3. See reintegration as an investment in leadership

One finding surprised many people I spoke with after the research.

Motherhood doesn't diminish leadership—it often strengthens it.

Women described becoming more intentional, efficient, resilient, and empathetic leaders. When organizations create space for the transition instead of expecting an immediate return to previous performance, they don't just retain talent—they develop stronger future leaders.

Turning research into action

Research is only valuable if it leads to change. That's why I created &Beyond—a maternity transition programme that helps organizations build more realistic, consistent and sustainable maternity leave and return-to-work experiences.

The programme combines:

• HR consulting to design structured maternity transition processes

• Manager training to equip leaders with practical tools and confidence

• Individual coaching for employees before, during and beyond maternity leave

Together, these create a shared framework that supports not only the employee, but also the manager, the team and the organization as a whole.

If you'd like to explore how these insights could be applied within your organization, I'd love to continue the conversation.

A free resource for organizations and employees

If you're looking for a practical place to start, I've also created a free Maternity Leave & Beyond Guide.

Inside you'll find:

• The Motherhood & Leadership Framework™

• Six key conversations to prepare for maternity leave and re-entry

• A practical 30-60-90 day framework for sustainable reintegration

Whether you're an HR leader, a manager, or preparing for your own maternity leave, I hope it helps create a more thoughtful and sustainable transition.

→ Download the free guide here