Mentoring eases the challenge of returning to work after maternity leave

[WORLD] Returning to work after maternity leave presents a range of challenges for many women, from discrimination to managing the mental load and increased fatigue. For some, the transition can feel isolating and even daunting. However, a recent study from the UK suggests that mentoring could provide a practical solution to help support mothers as they navigate this critical phase in their careers.

The idea of maternity mentoring is gaining traction worldwide, with an increasing number of companies in industries such as finance, technology, and healthcare implementing structured programs. These initiatives typically pair returning mothers with experienced colleagues or external mentors who have gone through similar experiences. Beyond offering emotional support, mentors provide valuable guidance on negotiating flexible work arrangements, managing workload expectations, and rebuilding professional confidence—an essential factor for retaining female talent in the workplace.

The goal of maternity mentoring is to offer tailored support throughout the entire process—before, during, and after maternity leave. Researchers from Keele and Southampton Universities followed a group of young mothers who participated in a mentoring program, comparing their experiences to those of employees who received no such support.

The findings were clear: the women who received mentoring felt more listened to, supported, and better prepared to return to their roles within the company.

The study also highlighted an additional benefit for employers. Companies that implemented formal mentoring programs reported higher retention rates among returning mothers, reduced recruitment costs, and better team morale. This aligns with broader research showing that inclusive workplace policies are linked to stronger organizational performance—making a compelling case for businesses to prioritize such initiatives.

“Mothers who received maternity mentoring found it especially helpful in managing the competing priorities of work, their baby, and their personal well-being, as well as preparing mentally and practically for their return to work,” said Dr. Fiona Woollard, professor of philosophy at the University of Southampton, in a statement.

The value of mentoring goes beyond just flexible work arrangements; it provides a safe and trusting environment where mothers can openly discuss their concerns, plan for their return, and strive to regain a healthy work-life balance.

Despite the proven benefits, the implementation of maternity mentoring programs remains uneven, especially in smaller businesses that may lack the resources for formal schemes. Experts suggest low-cost alternatives, such as peer support networks or collaborations with industry groups, can help fill this gap. Policymakers are also being urged to consider offering tax incentives or grants to encourage wider adoption of these programs, particularly in male-dominated industries where the challenges of maternity transitions are less understood.

“Our findings underscore the importance of fostering a supportive and inclusive work environment for new mothers,” said Dr. Alexandra Kent, senior lecturer in psychology at Keele University and co-author of the study. “Employers can take practical steps to enhance the well-being and productivity of their employees during maternity leave and throughout their return-to-work process.”

For these programs to succeed, however, companies must take meaningful action. This includes considering childcare constraints, offering flexible working hours, preserving roles during maternity leave, and assigning a dedicated point of contact for returning employees. Above all, managers must receive training to cultivate a supportive and inclusive workplace culture.

When implemented thoughtfully, mentoring programs can act as a springboard for mothers to re-engage with their professional lives. However, if poorly managed, they risk deepening feelings of isolation. “Ensuring the program is both supportive and flexible is crucial to its success,” Dr. Kent emphasized.

Investing in such support goes beyond human resources—it is a powerful tool for boosting employee motivation, enhancing commitment, and sending a strong message about workplace equality.

Ultimately, there needs to be a cultural shift in how female employees are perceived. Many still feel the need to prove their commitment after returning from maternity leave. Only then will motherhood cease to be seen as a barrier to women’s professional advancement.