Challenges and Helpful Tips for Returning to Work After Maternity Leave
Updated: Sep 20
Written by Isabel Theissen, Founder of &BEYOND
Isabel Theissen is the founder of &BEYOND, the maternity transition consultancy. She supports organizations in creating more structured and sustainable maternity transitions, while guiding women through the personal and professional shifts that accompany motherhood.
Returning to work after maternity leave is often expected as a “return to normal.” Over the past few months, I have had many conversations with women across industries, roles, and countries to understand how they truly experienced this transition, what had been most challenging, and what helped the most. It became clear that this is not a simple return to a previous state. It is a complex re-entry into work as a changed person, with new strengths but also new demands. Understanding both sides of this experience is key to navigating it more effectively.
A necessary reframe
Many women experience explicit or implicit pressure to return to their previous levels of performance immediately. While adjusting to motherhood and new routines and responsibilities at home, they can feel like they’re not as capable at work anymore as they were before. But motherhood expands a woman in many ways, often strengthening skills that are critical in the workplace, such as greater efficiency, sharper prioritization, stronger boundaries, and increased emotional intelligence. These strengths don’t always show up immediately. They often emerge after the initial transition, once they’ve had the space to adjust and find a new rhythm.
The five most common challenges
Pressure to resume previous performance levels: A recurring theme is the expectation to “pick up where you left off.” At the same time, many women are navigating sleep deprivation, new routines, and increased cognitive load. This mismatch often leads to overextension in the early stages of returning.
Cognitive load and “brain fog”: Several women described experiencing reduced concentration, forgetfulness, or mental fatigue, often referred to as “brain fog.” Combined with the demands of work, this can impact confidence, even though it is typically temporary.
Childcare logistics and planning: Coordinating childcare introduces a new layer of complexity, drop-offs, illness, schedule gaps, and contingency planning. These factors can create ongoing stress and require constant adjustment.
Lack of structure around the return: In many cases, there is no clear reintegration plan, phased return, or defined expectations. Without this structure, women are left to navigate their return independently, often facing a new reality without clarity on priorities.
Unspoken cultural expectations: Even in flexible environments, subtle signals, such as expectations around availability or productivity, can create pressure to conform to previous ways of working. This can make it more difficult to set boundaries or ask for support.
What helps in practice
Despite these challenges, clear patterns emerge around what enables a more sustainable and positive transition.
Setting boundaries early: Defining working hours, availability, and capacity when preparing for maternity leave helps create realistic expectations and protects long-term sustainability upon return.
Gradual reintegration: Allowing for a phased return supports a more manageable adjustment. Starting with a reduced workload and increasing over time often leads to better outcomes than attempting a full return immediately. It is always easier to scale up than down. Give yourself the time you need to adjust and enjoy this new chapter in your life.
Advocate for your needs: Be vocal about your needs, such as a lactation room, remote days, and flexibility. The more autonomy and flexibility are given, the smoother the transition is experienced.
Proactive communication: Open conversations and regular meetings with managers during the leave period and upon return help stay aligned on organizational and team developments, enabling a feeling of connection and confidence.
Building support systems: Reliable support (at home and at work) is a critical factor. Ideally, this system is already prepared before returning to work. This includes conversations around responsibilities with partners, childcare arrangements, and, where possible, building a network of trusted colleagues or peers.
An opportunity for growth
While the transition can be demanding, it is also a period of significant development. Many women describe emerging from this phase with enhanced focus, improved decision-making, and a more intentional approach to both work and leadership. These strengths typically become more visible after the initial adjustment period, particularly when there is sufficient flexibility and space to adapt.
Final thought
Returning to work after maternity leave is not about restoring a previous version of yourself. It is about integrating a new one. Approaching this transition with realistic expectations, clear boundaries, and appropriate support can significantly improve both the experience and the outcome.
What’s next
This research is ongoing, with the goal of turning these insights into practical tools that better support women through this transition. If you’re about to go on maternity leave or recently returned to work and want to share your experience, I’d love to hear from you. Because the more we talk about this openly, the easier it becomes for everyone navigating it.
Read more from Isabel Theissen
Isabel Theissen, Founder of &BEYOND
Isabel Theissen is the founder of &BEYOND, the maternity transition consultancy. She supports organizations in creating more structured and sustainable maternity transitions, while guiding women through the personal and professional shifts that accompany motherhood. Her approach combines professional expertise, research, and lived experience of navigating motherhood alongside a corporate career, giving her a grounded understanding of the realities of this transition. Isabel challenges the idea of a simple “bounce back” after maternity leave, instead defining the return as a leadership transition that requires structured processes and intentional support. Through &BEYOND, she helps organizations move from well-intentioned policy to meaningful implementation, supporting talent retention, strengthening leadership pipelines, and creating more inclusive, sustainable ways of working.
