Why Supporting Women on Their Return to Work Is No Longer a ‘Nice to Have’
We’ve all seen how workplace culture is changing—and fast. Take Virgin Atlantic. Their latest campaign broke stereotypes with inclusive, gender-free uniforms and bold messaging: everyone belongs. Having interviewed their crew personally, I’ve seen that this inclusivity isn’t just skin-deep—they’re also actively supporting parents returning to work.
But the truth is, not every workplace is ready for takeoff.
And when it comes to mothers returning after maternity leave, many are still stuck on the runway.
Even with good intentions and forward-thinking policies, too many women still feel unsupported, unseen, or simply expected to carry on as if nothing changed.
The result? They’re not just hesitating to return. Many aren’t coming back at all.
The Hard Truth: Women Are Leaving the Workforce (or Staying Stuck)
Let’s look at the UK landscape:
The UK maternal employment rate hit 78% in 2023, yet a significant portion of women leave their jobs within a year of returning.
53% of mothers say their confidence has taken a hit since having children.
1 in 3 women feel they are perceived as less committed to their work after returning from maternity leave.
Meanwhile, the government’s push for free childcare from 9 months old encourages women back into the workplace sooner—but without the right support, many end up overwhelmed, under-valued, or burnt out.
These aren’t just personal struggles.
They’re systemic cracks.
And they’re costing all of us.
This Isn’t Just a Women’s Issue. It’s a Business and Economic One.
In a recent piece titled The Secret to a Strong Economy is Women, Sheryl Sandberg laid it bare:
“If women’s participation in the U.S. workforce rose to match the best-performing G7 countries, the U.S. economy would grow an additional 4.2%.”
The same is true here in the UK. We cannot build a thriving economy without women.
And yet, too often we’re designing systems, cultures, and expectations that make it harder—not easier—for them to return, contribute, and lead.
This is where the workplace needs to evolve beyond policy.
Because even when policies are in place, the culture often tells a different story:
The eye rolls when someone leaves at 4pm for nursery or school pickup
The awkward silence when someone asks for phased return
The quiet assumption that maternity leave = career pause, not leadership potential
The Return Reset™: Why We Need Space Before We Leap
We wouldn’t ask someone to run a marathon the day after recovering from injury.
So why do we expect women to return to high-performing roles, post-birth, with zero pause for reflection, recalibration, or re-alignment?
The truth is, motherhood changes a woman.
Not just her schedule—but her brain, her values, her sense of identity.
That’s why I created The Return Reset™: a moment to pause before the return.
To reflect on who she is now.
To reconnect with her ambition.
To decide how she wants to lead herself—and her career—forward.
Because when a mother leads herself first, she leads everything better:
Her team. Her role. Her impact.
If You’re a Manager or Business Leader—Here’s What You Can Do Today
We don’t need to wait for government policy to do better. Here’s how you can start changing the experience for mothers returning to your workplace:
1. Shift the Conversation
Ask, “How are you feeling about coming back?” not just “What’s your schedule?”
2. Flexibility Isn’t a Compromise
It’s a launchpad. Offer it with clarity, not guilt.
3. Don’t Assume Less Ambition
Motherhood doesn’t dim ambition—it often clarifies it. Help her understand the landscape and changes. Have open conversations about the physiological contracting
4. Make the Invisible Visible
Acknowledge her transformation. Make her contributions known and offer positive strokes.
5. Share the Load
Return shouldn’t be a solo mission. Encourage mentorship, coaching, or peer support.
This Is Not Just About Coming Back. This Is About Taking Off.
Supporting returning mums isn’t a soft issue.
It’s a strategic one.
When women feel safe to bring their full selves to work—including the mother part—teams thrive.
Innovation improves.
Retention goes up.
And the business benefits.
But most of all?
Women rise.
Not back into their old selves—but into something new.
Wiser. Braver. Sharper.
More aligned. More resilient.
This is what I call Mama’s Flightpath.
It’s not a straight line.
It’s not about going back.
It’s about rising with clarity and courage.
Hi, I’m Jools — a working mama and host of Mama’s Flightpath, here for the women navigating the messy middle of motherhood and career.
I’m building a community of women choosing alignment over autopilot.
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