For many working mothers, having a baby is one of life’s most rewarding experiences. It can also be exhausting, emotional and overwhelming
CREDIT: This is an edited version of an article that originally appeared in Business Advice
As an employer, the way you support a new mother’s return to work can make a significant difference to her confidence, wellbeing and long-term engagement. Before considering additional support, it is important to understand maternity rights and responsibilities.
Eligible employees can take up to 52 weeks of maternity leave, consisting of 26 weeks of Ordinary Maternity Leave and 26 weeks of Additional Maternity Leave. Employees must inform their employer about their pregnancy by the 15th week before their expected week of childbirth.
Some employees may also qualify for Statutory Maternity Pay (SMP). To be eligible, they must have worked continuously for their employer for at least 26 weeks by the qualifying week and meet minimum earnings requirements. SMP is paid for up to 39 weeks, with the first six weeks paid at 90% of average weekly earnings, followed by a statutory weekly rate for the remaining period. Employers also have a duty to carry out a workplace risk assessment, protect employees from pregnancy and maternity discrimination, and ensure eligible employees can return to their role following maternity leave.
While meeting these legal obligations is essential, many employers choose to go further by introducing practical measures that make the transition back to work easier.
Make the First Days Back Positive
Returning to work after several months away can feel daunting. A thoughtful welcome can help ease anxiety and make employees feel valued from day one. Before the employee returns, ensure colleagues are aware and prepared. If there have been significant changes to systems, processes or staffing, provide a clear update and allow time for questions. Scheduling a one-to-one meeting during the first week can also help identify any concerns early and demonstrate ongoing support.
Be Open to Flexible Working
One of the biggest challenges for new mothers is balancing work with childcare responsibilities. Nursery schedules, unexpected illnesses and disrupted sleep can all affect the transition back to work. Employees have the right to request flexible working, and employers must consider those requests reasonably. Informal discussions before a formal application is submitted can often help both parties identify practical solutions.
Create a Breastfeeding-Friendly Workplace
Returning to work while breastfeeding can be challenging, particularly as some mothers still feel uncomfortable discussing their needs due to the stigma that can surround breastfeeding in the workplace. Concerns about being judged, inconveniencing colleagues or being viewed as less committed to their role can prevent employees from asking for the support they need. Employees who are breastfeeding may need facilities to express and store milk during the working day. Employers should provide a clean, private space that is not a toilet and offer access to hygienic storage. Research suggests that employees who feel supported are more satisfied at work and more likely to remain with their employer.
Don’t Make Assumptions About Career Ambitions
A common mistake is assuming that new mothers no longer want career progression or additional responsibility. While some may wish to focus on re-establishing work-life balance initially, others remain highly ambitious and motivated.
The best approach is simply to ask. Regular career conversations help employers understand individual aspirations and ensure employees continue to have access to training, development opportunities and challenging projects.
Prioritise Mental Health
Returning to work after having a baby can be emotionally demanding. Some mothers may be coping with anxiety, low mood or postnatal depression while trying to adjust to a new routine.
Managers are not expected to be mental health professionals, but they are often well placed to notice when someone may be struggling. Creating a culture where wellbeing can be discussed openly encourages employees to seek support when needed.
Whether through an Employee Assistance Programme, occupational health services or external organisations, signposting appropriate support can help employees access the resources they need and feel less alone during a challenging transition.
