The rattle race
Print29 October 2025
For many women, maternity leave is one of the most transformative and exhausting chapters of their lives. Yet when the time comes to return to work, that transition is too often marked not by support and inclusion, but by silence.
Women find themselves chasing managers for clarity on return dates, negotiating flexible working requests in the dark, or walking back into offices with no reintegration plan in place. The result is isolation, disconnection, and in many cases, a slow erosion of confidence at a time when new mothers need support the most.
Companies that take reintegration seriously not only ease the burden on new parents but also benefit from higher retention, stronger engagement, and healthier workplace cultures. Yet despite progress in policy and awareness, the lived experience of many women shows that organisations are falling short.
The return from maternity leave is rarely simple. A mother may be juggling sleep deprivation, childcare arrangements, breastfeeding schedules, and the emotional weight of leaving her baby.
On top of that, she faces a professional environment that has often moved on without her. Systems may have changed, new colleagues may have joined, even managers may have moved roles. Without deliberate support, she can feel as though she is starting in a new job, without the benefit of induction.
Many women report having to chase for answers in the weeks before their return. “Do you still want me to come back on the date I had planned?” “Is my flexible working request approved?” “Will I still be on the same team?” These are not questions employees should have to push for. Employers should be taking the lead, offering clarity and reassurance well in advance.
Showing support
Supporting women post-maternity leave is not just a moral issue; it’s a business one. Companies with strong family-supportive policies enjoy better retention, higher engagement, and more gender-balanced leadership pipelines.
When women leave due to poor reintegration, organisations lose not only talent but also their investment in training and development.
The knock-on effect is fewer women progressing into senior roles, perpetuating gender imbalance. At a societal level, the economic cost of mothers exiting the workforce is significant.
Reintegration should be treated as a structured process, not an informal arrangement.
Key elements include:
- Early and proactive communication
Employers should reach out well before the return date to confirm arrangements, discuss preferences, and answer questions. - A personalised reintegration plan
Just as new hires receive onboarding, returning mothers should have a re-onboarding plan. This might include refresher training, key meetings, and time to ease back into workload. - Flexible and creative working arrangements
Flexible working requests should be met with openness, focusing on solutions rather than barriers. Trial periods can help test arrangements. - Manager and team engagement
Managers should schedule structured catch-ups to update the employee and listen to her needs. Teams should also play a role in welcoming returning colleagues. - Peer and mentor support
Access to parent networks or mentors can reduce isolation and ensure women continue to progress in their careers. - Cultural leadership
Senior leaders must normalise family-friendly policies, support parents openly, and challenge bias. Culture is shaped as much by behaviour as by policy.
At its heart, reintegration is about empathy. It requires recognising that returning to work is not just a contractual obligation but a deeply human moment. The employee is the same professional, but with new responsibilities, pressures, and perspectives.
Small gestures can make a huge difference: a manager sending a supportive message before return, a team arranging a welcome coffee, or sharing a simple roadmap of the first few weeks. These touchpoints don’t require vast resources, but they do require intent.
Strengthening retention and engagement
The conversation about maternity leave has evolved, with better policies around pay, leave duration, and flexibility. But the next frontier is reintegration, the point at which women either feel valued and supported or sidelined and isolated.
Organisations that get this right will strengthen retention and engagement while sending a powerful signal about their values. They will show they understand that work and life are intertwined, and that supporting employees through life’s transitions is central to inclusion.
It is time for companies to stop expecting women to chase them for clarity, flexibility, or inclusion. Instead, they must step forward with structure, care, and respect.
Reintegration is not an administrative detail – it is a critical moment of truth for organisations that claim to care about gender equality and employee wellbeing.
If you require further information or advice on the above, or should you feel you may require Outplacement Services, please do not hesitate to contact or HR Consultancy Team on 01 901 4335 / 066 710 2887 or email us at info@thehrsuite.com and our team will be more than happy to assist.
Read more: Outplacement Services: A strategic and compassionate approach to redundancy
© 2025, ShelfLife by Caroline Reidy
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