The big picture

Why supporting returning parents will improve business results

Supporting returning parents is good for business

The way you support someone after maternity leave directly affects how they perform, how long they stay, and how they feel about your organisation.

When done well, it leads to:

Higher retention
Better morale
Stronger performance
A more inclusive culture

The risk of doing nothing

1 in 5 mothers return to full-time work within 3 years.

17% of women leave work completely within 5 years of having a child.
74,000 women lose their jobs each year due to pregnancy or maternity leave.
1 in 5 leave their employer because of poor maternity experiences.
These outcomes are often avoidable, driven by limited flexibility, high childcare costs, poor mental health, or a lack of support on return.

The business case for getting it right

Retention matters

It’s far more cost-effective to retain skilled people than to replace them. When returning employees feel genuinely supported, they’re more likely to stay and perform at their best.

Improved performance

Juggling work and home life can be overwhelming at first. When managers offer clarity, empathy, and flexibility, returners regain confidence faster and settle back in more smoothly.

It supports gender equity

Good return-to-work practices help keep women in the leadership pipeline. They also challenge the idea that caregiving should limit career progression.

It strengthens your brand

Inclusive policies and a culture of support don’t go unnoticed. They enhance your reputation and make your organisation more appealing to both current employees and future hires.