5 Ways to Support Employees Returning From Maternity Leave

If one of your employees were to return from maternity leave today, would they feel supported, welcome, and set up to excel in their role? According to a recent survey of 1,000 Canadian women who had taken maternity leave in the last 10 years, the unfortunate answer is probably not. 

Returning to work from maternity leave is a struggle 

The 2021 Maternity Leave Experience Report (PDF), conducted by the Advocacy group Moms at Work, offers a glimpse into what it’s like to return to work after maternity leave in Canada and, frankly, it’s bleak. Here are some key findings:

• 40% considered quitting during the return to work process

• 95% did not receive any formal support during their mat leave transition

• 58% said their employer was not prepared for their return to work

• 33% reported they were discriminated against in the workplace due to becoming, or being a mother

• 58% of workplaces do not have formal policies around maternity leave and return to work

It’s clear that simply offering maternity leave isn’t enough. Canada’s working moms are struggling, but there are things employers can do to help.

Eleven Eleven Talent Collective was founded by two working mamas, Tess and Alisha (who actually just recently returned to work from maternity leave with her second child), so this is a topic we’re passionate about. In fact, as we work to innovate the recruitment space and make the world of work a better place for everyone, we’re particularly passionate about helping mothers return to work, and negotiate new roles or maternity leave. With that in mind, here’s a list of five things you can do as an employer to ensure your employees’ return to work from maternity leave goes smoothly.

Eleven Eleven founder, Alisha Adams, with her daughter.

5 things employers should do for employees returning from maternity leave

1. Put a formal return-to-work process in place.

Much like you have a formal process for employees returning to work from disability or sick leave, you should have something formal in place for employees on mat leave. This should be in writing and provided to the employee before they start maternity leave.

2. Consider accommodations to make the return to work easier.

Being a new mother is a huge life change. Add to that returning to work after months away, and this can be a period of great stress. Consider providing accommodations like a gradual return to work plan and childcare transitions to make things easier.

Alisha made a gradual entry back into work at Eleven Eleven, and our team supported her in having as flexible a schedule as possible. “Tess was phenomenal, checking in on me frequently to see how I was doing physically and mentally. I am so grateful for that,” she said.

3. Keep the lines of communication open. 

Designate a key point of contact who communicates with the employee during their leave, in the lead up to their return, and throughout their first few months back at work. This person should also stay in touch with the employee throughout their leave to communicate about any company announcements and changes. Discuss how frequently the employee would like to communicate about work before their leave starts, and what form of communication they prefer. 

4. Make accommodations for breastfeeding. 

This point is pivotal to making sure your employees are set up for success. 

“Juggling nursing and work was definitely my biggest challenge in returning from mat leave,” explained Alisha. “Elle was three months old and still feeding frequently. I didn’t put too much thought into it before going back, but when I was in the middle of my work day, not knowing when she would wake up, made it challenging and stressful at times to manage meetings etc. We got into a decent routine and there were definitely some meetings I took off camera so I could feed.”

While only Ontario and British Columbia have explicit laws protecting the right to breastfeed, it is considered discriminatory under the Charter of Rights and Freedoms and the Canadian Human Rights Act to not accommodate an employee who is breastfeeding. Some of the ways you can support a breastfeeding employee include: Providing a safe and comfortable nursing or pumping environment for employees who work on site,  longer or extra breaks for nursing or pumping, and flexible work hours.

Above all, encourage your employee to speak freely about how you can meet their nursing needs, so that they feel supported. 

5. Ensure a zero tolerance policy for discrimination.

Working moms are a tremendous asset. Take steps to ensure a company-wide supportive culture and zero tolerance for discrimination. 

Alisha offered one final piece of advice for any moms returning to work soon. 

“I wish I’d been easier on myself through this process. Women place an immense pressure on themselves to do it perfectly and put everyone else’s needs first. I knew in theory I needed to give myself space to adjust but I think I was pretty hard on myself at times. I started implementing small practices in my day, a walk, a five minute meditation…these things allowed me to check in with myself and helped tremendously,” she said.