“The Great Return”: Tips for a Seamless Transition Back to Work After Maternity Leave

We all know the bittersweet feeling of returning to work after a holiday—the post-vacation blues can be tough to shake. But coming back after nearly a year of maternity leave? That’s a whole different ball game, filled with excitement, trepidation, and plenty of juggling.

When I returned to Clarity after my maternity leave last year, I braced myself for the challenges many working mums face. We’ve all heard the horror stories—lack of support, rigid policies, and even outright discrimination. New mums share their experiences on platforms like this one, in the media and amongst themselves. It’s a hard truth, that even in the 2020s, the overwhelming experience for many returning to work in the UK is not great. 

My experience, however, has been incredibly positive, and I want to share some lessons I’ve learned along the way to help others manage a smooth and successful return to work.

Stay Connected: Why Communication During Leave Matters

As I prepared to go on maternity leave in July 2023, I made it clear to both HR and my line manager that I wanted to stay in the loop while I was off. Whether it was celebrating client wins, hearing about well-deserved promotions, or learning about changes within the business, staying connected was important to me.

This, of course, is down to personal preference. Some mums prefer little to no communication during their leave, which is completely valid. For me, being part of the general company culture while I was away was invaluable. It boosted my well-being and made my eventual return feel less daunting. Attending the occasional social event also helped me feel connected and valued.

If you’re approaching the start of maternity leave, my advice is to consider what level of communication feels right for you and share this with your employer early on.

How KIT Days Can Smooth Your Transition

KIT days (Keeping In Touch days) are your friend. Speak with HR before your maternity leave begins to determine how KIT days might work for you. I started using mine about four months after my daughter was born. Clarity was incredibly flexible, allowing me to work a few hours at a time around my daughter’s nap schedule, whilst I supported the business on projects and proposals during these hours.

These days were a game-changer. They helped me stay connected with my team and reassured me that my skills were still sharp. While ‘mum brain’ might feel very real, using KIT days reminded me that I could still excel at my job. I worked with my line manager to identify areas that I could focus on that would also bring the most value to the business. For me, this meant supporting with specific and dedicated projects, rather than ad-hoc bits of work that simply needed doing. Whether it’s a day per month, or a one-off,  KIT days can make the return to work less intimidating and far more empowering. Plus, the additional bump in maternity pay was a welcome bonus!

Ease Your Way Back with Flexible Working

Every parent’s situation is unique, so finding the right balance requires open communication and transparency with your employer. Make sure you speak to your HR department early on regarding your preferred working schedule, be that a phased return to work, coming back part-time, or diving right back in. For me, I used the leave I had accrued during maternity to start back at three days a week. This phased return helped me ease into the routine of balancing work and parenting before transitioning back to full-time.

The regular touchpoints throughout my maternity meant that I was lucky enough to feel as though there was a ‘Chloe-shaped hole’ waiting for me when I returned. But not everyone experiences this. If flexibility isn’t offered outright, don’t hesitate to start a conversation with HR or your manager about what you need to make the transition successful.

Take Charge of Your Re-Onboarding

As your return date approaches, your company should ideally provide a ‘back to work’ onboarding schedule, including catch-up meetings, training sessions, and team introductions. If this doesn’t happen, take the reins yourself. Speak to your manager, HR, and colleagues to organise your own re-onboarding plan.

A proactive approach can help you hit the ground running and feel more confident stepping back into your role. It’s also a great way to rebuild connections and ensure your contributions are recognised from day one.

Final Thoughts

Returning to work after maternity leave is a significant milestone, and it’s one that’s best navigated through open communication, thoughtful planning, and mutual flexibility. Companies that invest in supporting working parents not only empower their employees but also foster a culture of loyalty and engagement.

For new parents, my advice is simple: communicate your needs, take advantage of KIT days, and don’t be afraid to advocate for the support you deserve. And for employers, the message is clear: a well-supported return benefits everyone.