Losing employees after maternity leave is frustrating and expensive.

Replacing an employee can cost tens of thousands of dollars in recruitment, onboarding and lost productivity. Every loss matters.

Research indicates that 24% of women exit the labor market in their first year of motherhood. This turnover impacts both the bottom line and team stability.

Why they leave

Many women report feeling that they were treated differently when pregnant or returning to work.

Often it is not deliberate discrimination. More often it is the result of poor planning and awkward situations:

• No one reaches out before they are due back
• Their manager is unsure how to handle the conversation
• Work hours do not fit with childcare needs
• They feel like outsiders in their own workplace

What keeps them

The businesses that retain returning employees tend to do three things well.

1. Plan the return properly

It is legal and encouraged to check in during leave, as long as it is voluntary and does not interfere with rights under federal or state leave laws.

Reach out a few weeks before their planned return to discuss timing, any changes at home and what would make the transition easier.

Offer voluntary opportunities to reconnect with the team before the official return date, such as joining a meeting or having coffee with colleagues.

2. Offer flexibility, where possible

• Earlier start or finish times to accommodate school or daycare schedules
• A phased return, starting with fewer days per week
• One day of remote work each week

Small adjustments like these, if they work for your business, can make a big difference in retaining skilled employees.

3. Train your managers

Most managers want to support returning employees but are unsure what is appropriate to ask or offer.

Provide training on how to discuss flexible work arrangements, what questions are appropriate regarding childcare needs, and how to welcome someone back without making assumptions about their capabilities.

The business impact

Getting this right is about more than being supportive.

You keep the people you have invested time and money in training. You avoid the disruption and cost of recruiting replacements. You send a clear message to your team that you value and support them through major life changes.

Getting it wrong leads to higher turnover, more recruitment costs, longer training times and the risk that other employees notice how these situations are handled.

Your next step

Protecting your investment in good people makes business sense.

If you are not confident about how your company handles parental leave returns or want help with creating a process that works for everyone, get in touch.