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Expert-led advice for mothers returning to work post-maternity leave
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IMAGE business editor Leonie Corcoran speaks with Platform55 founders Tracy Gunn and Michelle O’Keeffe on how both business leaders and employees can redefine success when returning to work after maternity leave.
The transition back to work after maternity leave can be one of the most challenging and transformative moments in a woman’s career. From negotiating flexible work to redefining success as a founder, the journey is complex and often fraught with outdated expectations. Platform55, which is dedicated to helping companies implement leading family-friendly practices, offers invaluable insights for both returning mothers and the organisations supporting them.
In this exclusive Q&A with IMAGE business editor Leonie Corcoran, who herself is navigating her return to work after the birth of her son, Tracy Gunn and Michelle O’Keeffe of Platform55 break down the critical steps for employees and the key shifts people-leaders and founders must make to turn the “motherhood penalty” into a “leadership gain.”
Preparation and communication for the returning employee
What is the single most important action a mom should take in the three months before her return date to set herself up for success?
The most powerful action to take three months before leave is to clarify how you’d like your return to be managed. Discuss options like a phased return, reduced hours for the first month, or a clear handover plan. Use a Keeping in Touch (KIT) day to confirm these details. Clarity and confidence, set early, create a smoother, more empowering return for everyone.
Many returning mothers worry about visibility and being overlooked for opportunities. What is your top advice for communicating ambition and career goals effectively to their manager and team upon return?
Be clear and proactive about what you want. Don’t wait to be asked. Ideally, your manager will have a re-onboarding plan that includes a conversation about your career development. If not, take the lead. Have your elevator pitch ready for those first catch-ups with colleagues: share how you feel about being back, what you’re excited to work on, and where you want to grow next. It’s a simple but powerful way to remind others of your ambition and value.
In the current hybrid work environment, how can a mom confidently negotiate flexible working arrangements that truly support her family and her performance, rather than just being a token gesture?
First, figure out what’s right for you and your family. Then, look at it from your manager’s perspective: what are the needs of the team and how can you address any potential concerns upfront? Be clear about the flexibility that works best for you – it could be staggered start/finish times, reduced hours or working from home.
Also, if you have a partner at home, make sure to have this conversation with them, because flexibility shouldn’t fall on one person’s shoulders. We know that 80% of the gender pay gap stems from the motherhood penalty, so encouraging men to share caring responsibilities is a powerful way to change that.
Managerial support and cultural change
From the manager’s perspective, what is the biggest mistake people-leaders make when welcoming a mom back, and what should they do instead?
One of the biggest mistakes managers make is not having a re-onboarding plan; only 12% of returners say they received one. A structured plan helps everyone gain clarity and confidence from day one. Another common misstep is making assumptions about what someone does or doesn’t want. Every parent’s experience is different, so don’t assume – ask. Create space for an open, honest conversation about goals, workload and support.
Platform55 highlights the gap between company policy and the employee’s lived experience. What is the single biggest change companies can make right now to close this gap and truly retain mothers?
The single biggest change is to support parents returning from maternity or paternity leave and build this into a structured re-onboarding plan. Women who are supported in their return are 86% more likely to stay with their employer. Upskilling managers is key to ensuring consistent support. Finally, challenge outdated norms: why can’t you be senior and part-time? We should be measured on what we deliver, not hours spent in the office.
What needs to change, culturally, for society (and companies) to view parenthood as a gain of leadership and efficiency skills, rather than a penalty on a mother’s career progression?
Parenthood is a bootcamp in core skills like empathy, resilience and patience that can make individuals stronger and even better leaders. To change the culture, we need to normalise shared caregiving: encourage men to parent out loud and see flexibility as a shared responsibility. We must also embrace “squiggly” career paths – stepping back temporarily doesn’t mean less ambition; it means coming back sharper, wiser and more capable.
The founder’s journey
As successful founders yourselves, what is the biggest myth about ‘maternity leave’ when you are the owner of the business? What were your practical strategies for stepping back and then stepping back in?
One of the biggest myths is that it’s impossible to fully step away and that the business will fall apart without you. In reality, stepping back forces you to build trust, strengthen systems. It empowers others to lead, which can be one of the most valuable leadership tests you’ll ever have.
A practical strategy for stepping away is preparation and communication. Define priorities clearly, delegate ownership rather than just tasks and put strong rhythms in place, including weekly updates and clear decision frameworks. Accept that “perfect” handovers don’t exist; good enough is often good enough.
For the self-employed mother, how do you recommend she structure her work boundaries, pricing and client communication to avoid the ‘always-on’ trap and successfully integrate work around family life?
The first step is to design your work around your life, not the other way around. Decide what hours and days are non-negotiable family time and communicate those boundaries upfront with clients. Most clients respect clarity.
On pricing, be confident in the value you bring and charge for outcomes, not hours, so you’re not punished for being efficient. In terms of communication, create systems that help you stay professional without being constantly available, like autoresponders for certain hours or scheduling check-ins in advance.
How do you advise entrepreneurial mothers to define ‘success’ when returning to work? Should the focus be on scaling immediately, or on a more sustainable, family-integrated growth model?
Success after maternity isn’t about “bouncing back;” it’s about redefining forward. The temptation is to measure success by pre-baby standards like speed and growth, but life has changed and so should the metrics. We encourage women to think of success in phases – phases of growth and phases of consolidation – and both are equally valuable. A family-integrated growth model doesn’t mean smaller ambition; it means smarter growth. This approach often leads to more clarity, better boundaries, and ultimately, stronger long-term performance.
Final words…
If you could give one piece of encouraging advice to a mom who is feeling overwhelmed by the prospect of returning to work, what would it be?
However alone or overwhelmed you feel right now, know this: you’re not alone. Every mum returning to work experiences a mix of emotions. You’re stronger than you realise, and with the right support, you will find your way.
Avoid comparing yourself to what others are doing and be confident in the choices that you’ve made that are right for you and your family.
If you’d like to find out more about the maternity support Platform55 offers, you can read more here or get in touch with the team by emailing hello@platform55.com.
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