Returning to Work After Maternity Leave: My Journey & Your Rights

Returning to Work After Maternity Leave: My Journey & Your Rights

Returning to work after maternity leave is one of the most emotional and complex transitions you’ll ever face. It’s not just about stepping back into your role - it’s about navigating a new reality where your priorities have shifted, your time feels tighter, and your heart is often torn between career and family.

I know this because I’ve lived it. Twice.

As a mum of two girls, I’ve ridden the rollercoaster of emotions that comes with leaving your baby at nursery and walking back into the office. The world of work doesn’t look the same on the other side. Before kids, staying late or logging on after dinner was easy. Now? You have little people to consider, bedtime routines to protect, and nursery fees that make your eyes water.

For me, circumstances meant sending my daughters to full-time nursery. Financially, that meant coming home with what felt like a minimal wage after fees. But I did it because I wanted to grow my career. I made a bold move into something completely new – recruitment - and started from the bottom. It wasn’t easy, but I knew it was the right step to build a wonderful life for my family.

And here’s the thing: I wouldn’t change it for the world. I chose a nursery that became like family. We laughed together, cried together, and shared countless cups of tea while I ranted about sleepless nights. They gave my girls a fantastic head start and supported me through every wobble.

If you’re about to return to work, here’s what you need to know - both emotionally and legally.

Your Legal Rights When Returning to Work

1. Right to Return to Your Job

• Up to 26 weeks (Ordinary Maternity Leave): You have the right to return to the same job on the same terms.

  
  

• Up to 52 weeks (Additional Maternity Leave): You should return to the same job unless it’s not reasonably practicable - then you must be offered a suitable alternative on equal terms.

2. Flexible Working Requests

• From April 2024, you can request flexible working from day one of employment. This includes part-time hours, remote work, compressed hours, or job sharing.

  
  

• Employers must consider your request reasonably and respond within two months. You can make two requests per year.

3. Keeping in Touch (KIT) Days

You can work up to 10 KIT days during maternity leave without ending your leave or losing pay. These can be used for training, meetings, or easing back in. Agree pay and tasks in advance.

4. Breastfeeding & Health

Employers must provide a suitable place for you to rest and should consider facilities for expressing milk (not toilets). They must also carry out a risk assessment if you’re breastfeeding.

5. Annual Leave Accrual

You continue to accrue holiday entitlement during maternity leave, including bank holidays. You can take it before or after your leave, and if you can’t use it, you can carry it over.

6. Notice Periods & Resignation

If you decide not to return, you must give your contractual notice. If there’s no contract, the legal minimum is one week.

7. Repaying Maternity Pay

• Statutory Maternity Pay (SMP) is yours to keep - even if you resign.

• Enhanced/Contractual Maternity Pay may need to be repaid if your contract says so. Always check your maternity policy.

8. Redundancy Protection

From April 2024, you have priority for suitable alternative roles if redundancy occurs during pregnancy, maternity leave, or up to 18 months after birth.

The Financial Reality: Nursery Fees & Support

Nursery costs can feel overwhelming. In England, full-time nursery for a child under two can average £1,200+ per month. But there is help:

• 15 hours free childcare for all 3- and 4-year-olds.

  
  

• 30 hours free childcare for eligible working parents (expanding to children from 9 months by September 2025).

  
  

• Tax-Free Childcare: For every £8 you pay, the government adds £2 (up to £2,000 per child per year). I used this and it was a game changer!

  
  

• New rules from April 2025 ban mandatory “top-up” fees for funded hours - extra charges for meals and activities must be voluntary.

Other Things to Consider

Shared Parental Leave

You and your partner can share up to 50 weeks of leave and 37 weeks of pay. This can be taken together or in blocks.

Health & Wellbeing

• Returning to work is a huge emotional shift. Build a support network - nursery staff, friends, family.

• Consider counselling or peer groups for working parents.

Career Planning

If you’re changing careers (like I did), think about training, networking, and realistic timelines for progression.

Employer Conversations

• Discuss flexible working options before your return date.

• Plan KIT days to ease back in.

• Ask about policies for breastfeeding, annual leave, and childcare vouchers.

Financial Planning

• Check if you qualify for free childcare hours or Tax-Free Childcare.

• Review your budget for nursery fees and commuting costs.

If You’re Resigning

• Check your contract for any repayment clauses on enhanced maternity pay.

• Confirm your notice period and whether you can take annual leave during it.

Checklist: Where to Start

1. Review your maternity policy and contract.

2. Decide on return date and whether you’ll request flexible working.

3. Calculate childcare costs and check for government support.

4. Book nursery places early - good ones fill up fast.

5. Plan KIT days and discuss expectations with your employer.

6. If resigning, check repayment clauses and notice requirements.

7. Prepare emotionally - this is a big transition.

Final Thoughts

Returning to work after maternity leave isn’t just a career decision - it’s a life decision. It’s okay to feel conflicted. It’s okay to cry in the car after drop-off (I did!). But it’s also okay to chase your dreams. For me, starting over in recruitment was scary, but it gave me purpose and showed my daughters what resilience looks like.

If you’re standing at this crossroads, know this: you’ve got rights, you’ve got options, and you’ve got the strength to make it work.

Official Guidance & Support Links

• Maternity Pay and Leave (GOV.UK) https://www.gov.uk/maternity-pay-leave Covers statutory maternity leave, pay, eligibility, and employment rights. [gov.uk]

  
  

• Employee Rights During Maternity and Parental Leave (GOV.UK) https://www.gov.uk/employee-rights-when-on-leave Details rights to return to work, redundancy protection, and KIT days. [gov.uk]

  
  

• Flexible Working Requests (GOV.UK) https://www.gov.uk/flexible-working Explains how to request flexible working and what employers must do. [gov.uk]

  
  

• Shared Parental Leave and Pay (GOV.UK) https://www.gov.uk/shared-parental-leave-and-pay Guidance on eligibility and how to share leave with your partner. [gov.uk]

  
  

• Help with Childcare Costs (GOV.UK) https://www.gov.uk/help-with-childcare-costs Information on Tax-Free Childcare and funded hours for working parents. [gov.uk]

  
  

• Free Childcare for Working Parents (GOV.UK) https://www.gov.uk/free-childcare-if-working/what-youll-get Details on 15 and 30 hours free childcare and eligibility. [gov.uk]

  
  

• Redundancy Protection for Pregnancy and New Parents (Acas) https://www.acas.org.uk/redundancy-protection-for-pregnancy-and-new-parents Explains extended redundancy protection up to 18 months after birth. [acas.org.uk]

  
  

• Maternity Pay Questions (Maternity Action) https://maternityaction.org.uk/advice/maternity-pay-questions/ Independent advice on statutory and enhanced maternity pay.