How to retain returning mothers

By the Editorial Team · Friday, October 16, 2026

A recent report reveals that 34 percent of women in the UK leave their jobs within six months of returning from maternity leave, a rate higher than in comparable developed countries. Experts and advocacy groups stress the need for extended support and workplace cultural changes, beyond policy improvements, to improve retention and career progression for new mothers.

The United Kingdom faces significant challenges in retaining professional women following maternity leave, with recent data underscoring a higher attrition rate compared to other developed countries. According to figures released this week by the payroll platform Deel, 34 percent of mothers leave their jobs within six months of returning from maternity leave. This rate surpasses those in France, Sweden, and even the United States, where maternity leave policies tend to be shorter.

Advocacy groups such as Pregnant Then Screwed characterize the post-return period as the most precarious stage of a mother’s career. Their recent report highlights that 73 percent of new mothers experience discrimination linked to maternity at work, while 60 percent face career sidelining and 54 percent report workplace bullying upon returning. Rebecca Horne, head of campaigns at the group, challenges commonly held misconceptions that motherhood diminishes professional passion, emphasizing instead that supporting mothers through maternity leave is a crucial investment for employers seeking to retain talent.

Experts argue that businesses can learn from elite sports in managing the transition back to work. Georgie Partridge, from performance development organisation Performing Perfectly, points out that elite athletes receive comprehensive support—including physiotherapy, psychological coaching, and gradual reintegration—after breaks, while returning mothers often face an abrupt return to demanding work responsibilities with little transition. Partridge’s research, documented in the report “The second act: lived experiences of returning to work after maternity leave,” also found many women preferred anonymity when discussing their experiences due to fear of employer repercussions.

Although new legislation such as the Employment Rights Act 2025 and mandatory gender equality action plans for larger employers aim to improve conditions, some advocates note that policies alone are insufficient if employees feel unsafe to voice concerns. Partridge emphasizes that support should extend beyond maternity leave policies to encompass ongoing development and engagement with returning mothers over an extended transition period, which she estimates lasts around two years.

Some companies demonstrate higher retention success by adopting family-friendly policies. Jaguar Land Rover, for example, reports a 97 percent return-to-work rate among new mothers, providing benefits such as up to 52 weeks of fully paid maternity, adoption, and surrogacy leave, as well as flexible work arrangements and dedicated career development resources. Beverley Fairbank, JLR’s people partner, highlights the employer’s role in facilitating a smooth transition back to work after parental leave.

To better support women returning after maternity leave, experts recommend viewing the return as part of a prolonged adjustment process, separating practical accommodations from career progression assumptions, training managers to recognize diverse experiences, and offering a comprehensive menu of support services—such as coaching and mentoring—along with confidential, psychologically safe spaces for discussion. Additionally, measuring long-term outcomes beyond initial return rates, including access to development opportunities and internal mobility, is advised to ensure sustained retention and growth.

This article was reported by synthesizing coverage from multiple independent news outlets to present a balanced, unbiased account. Read about our editorial standards. Spotted an error? Let us know.