Why So Many New Mothers Leave

The Cost of Losing New Mothers

When a valued employee doesn’t return after maternity leave, it’s more than just disappointing it’s expensive. UK businesses lose an estimated £650 million annually due to post-maternity departures, with the average cost of replacing an employee sitting around £30,000.

And the numbers speak volumes: 1 in 4 mothers leave their job within a year of returning from maternity leave.

For SMEs, every departure matters. But the good news? It’s preventable.

Why New Mothers Leave

It’s rarely about a lack of commitment. More often, it’s about feeling unsupported or misunderstood. Here’s what many returning mothers experience:

• No contact before their return date

• Managers unsure how to approach the conversation

• Inflexible hours that clash with childcare

• A sense of being an outsider in their own workplace

In fact, 57% of women say they were treated differently during pregnancy or upon returning to work. It’s not always deliberate but poor planning and awkwardness can feel just as isolating.

What Keeps Them: 3 Proven Strategies

The SMEs that retain returning mothers do three things exceptionally well:

1. Plan the Return Thoughtfully

• Reach out at least a month before their return to discuss timing, home life changes, and support needs

• Use KIT (Keeping in Touch) days to gently reintroduce them to the workplace

• Make the transition feel collaborative, not transactional

2. Offer Flexibility That Works

• Adjust start times to accommodate school runs

• Allow phased returns (e.g., starting with 3 days a week)

• Consider hybrid options like one day working from home

Even small adjustments can make a big difference in retaining skilled, loyal team members.

3. Train Your Managers

Most managers want to do the right thing, but they’re unsure what’s appropriate. Equip them to:

• Discuss flexible working options confidently

• Ask about childcare needs respectfully

• Welcome returning employees without assumptions

Empowered managers create inclusive environments where new parents feel valued, not sidelined.

The Business Case for Getting It Right

Supporting new mothers isn’t just the right thing to do it’s a smart business move.

• You retain the talent you’ve invested in

• You avoid costly recruitment and onboarding

• You build a culture of trust and long-term loyalty

And remember: your team is watching. How you support colleagues through major life transitions speaks volumes about your values.

Your Next Step

At Starfish People HR, we help SMEs create maternity return processes that work for everyone leaders, managers, and returning parents.

If you’re unsure how to support new mothers or want to build a retention strategy that reflects your values, we’re here to help.

Book your free 30‑minute review with me today
https://calendly.com/starfishpeople-coaching/30min