Flexible hours & work-from-home: Experts weigh in on easing the transition back from maternity leave

Welcoming a new baby is a significant life event, one that takes time to adjust to, especially when returning to work. While 98% of moms want to go back to work after maternity leave, just 13% feel it is viable on a full-time basis. Of the 24% that try returning to their full-time hours, 79% end up leaving because they can't maintain their job alongside looking after their children. Overall, 43% of new mothers never return to their role after maternity leave.

However, there is a solution and it lies in employers supporting new parents as they transition back into the workforce. The results of a poll we conducted on LinkedIn indicate overwhelmingly that working-from-home options and flexible work after maternity leave are most helpful to parents returning after leave.

Not only can flexible hours and remote work options provide a smoother return for employees but there's good business reason for implementing such accommodations too. Flexible workers are more likely to be engaged which can lead to 43% more revenue and a 20% increase in employee performance.

In this guide, we explore why so many parents want the ability to request flexible working or to be able to work from home and outline the business case for saying yes.

The importance of flexibility for new parents returning to work

Challenges faced by new parents post-maternity leave

Returning to work after maternity leave can be challenging for parents as they adapt to a new normal. Balancing work responsibilities with the demands of newborn care—like sleep deprivation and unpredictable feeding schedules—can leave parents feeling stretched thin. 92% of working parents have done a full workday on less than 3 hours of sleep due to their child's sleeping pattern.

Emotional hurdles such as separation anxiety, guilt, and adjusting to new daily routines add further stress. It's common for many women to feel torn between professional duties and the desire to spend time with their child. 80% of women and 39% of men say they feel guilty leaving their baby when returning to work.

On top of these pressures, recovery after pregnancy and birth may still be ongoing, with some parents facing physical discomfort or health complications. The United States is one of only three of the most developed countries in the world that doesn't offer statutory maternity pay and with employees unable to afford to take unpaid leave, one in four women return to their role just two weeks postpartum.

For working parents, navigating these challenges requires patience, flexibility, and a strong support system at home and in the workplace.

The business case for flexible working and work-from-home

Offering flexible, work-from-home and alternative arrangements may seem to work against reaching business goals but accommodating the needs of employees and their families can actually drive business growth and reduce operational costs. 99% of businesses believe that a flexible workforce is crucial to organizational competitiveness and the prospects for business investment and job creation.

Almost six in 10 organizations say that implementing working from home has resulted in significant cost savings. IBM, for example, saved $50 million in real estate costs alone.

95% of companies say that remote work has a high impact on employee retention, with 46% of employers who offer it stating that it has reduced turnover. Offering flexibility also boosts employee satisfaction and loyalty. 80% of workers state they would be more loyal to an employer offering flexible work options, and 36% would choose it over a pay rise.

Further, 81% of employees with access to remote working believe it increases their productivity, and organizations that offer flexible working options have seen a 63% reduction in sick days.

Key components of a flexible working policy

Flexible hours (part-time, staggered start/finish times)

Flexible hours, including part-time roles, staggered start/finish times, and job sharing, allow new parents to balance their professional and personal responsibilities. This flexibility enables them to accommodate childcare needs, especially when coordinating around feedings and naps.

"Our 'Flex-Forward' program is an innovative solution," says Susan Andrews, HR Consultant at KIS Finance. "It allows returning parents to bank extra hours during their most productive times, which they can later use for unexpected childcare needs or early departures. This flexibility goes beyond typical work-from-home arrangements, empowering parents to fit their schedules around their new family dynamics."

Staggered schedules also ease commuting stress and childcare logistics, giving parents greater control over their daily routine, which can significantly reduce burnout.

Remote or hybrid work options

Remote or hybrid work options, where working hours are split between home and office, are especially beneficial for breastfeeding mothers or those still recovering postpartum. Working from home allows for frequent breaks needed for feedings or self-care.

Hybrid models can also provide flexibility for remote work while preserving in-office collaboration for team projects, and fostering work-life balance without sacrificing professional engagement.

"New mothers go through severe schedule shifts because of their newborns, so offering them remote work will benefit their work-life balance and allow them to spend more time with the child," says Mariana Cherepanyn, Head of Recruitment at Euristiq. "This can also reduce their stress levels since they won't have to leave their newborns in order to go to work."

Gradual return-to-work programs

Phased return-to-work programs help new parents transition back to full-time employment by initially allowing them to work part-time. This approach reduces pressure, allowing parents to adjust at their own pace while focusing on their mental and physical health.

"I  recommend offering a gradual return that starts with part-time hours and builds up to their usual full workload, says Rob Boyle, Marketing Operations Director at Airswift. "Not every parent will need this accommodation, but for some, it can help to keep the transition back to the workplace from feeling overwhelming. I've found this is especially the case with first-time parents who are still figuring out how to balance their new responsibilities as a parent with their career."

Gradual returns to work after maternity leave help a working mother regain confidence and balance personal responsibilities before resuming full-time duties.

Designing a supportive work environment for returning mothers

Open communication between employees and managers

Fostering open dialogue between employees and managers is crucial for addressing needs, expectations, and challenges during the return to work after maternity leave. Regular check-ins, feedback loops, and transparent communication help create a culture of trust and support.

By openly discussing workload adjustments, flexibility, and mental well-being, managers can better support new mothers, ensuring a smoother transition and a stronger relationship between employees and the organization.

"Each worker's situation is different, and the kinds of accommodations they'll need to best transition back to work will be different, too," says Boyle. "Rather than having a blanket policy that applies to everyone, I would recommend that employers have a conversation with the returning employee to determine what will best support them. Open communication can go a long way toward ensuring this transition goes well for both the company and the employee."

Access to family-friendly benefits

Providing family-friendly benefits like maternity and newborn care, childcare support, breastfeeding spaces and support, and paid family leave helps each new mother manage her work-life balance more effectively and empowers her to make the right choices for herself and her family.

For example, 60% of parents do not breastfeed for as long as they intend to but with support from Maven, 50% of members who met with a lactation consultant breastfed for longer and 80% did so for more than 6 months.

Offering women's health benefits and other support such as sleep coaches, pediatric specialists, and career coaches, eases the transition by addressing both personal and professional concerns.

Mental health and emotional support resources

70 to 80% of mothers experience postpartum negative emotions or mood swings. Access to counseling, peer support groups, and therapy options can make the emotional transition back to work more manageable for new mothers.

Maven connects members with mental health professionals and as a result, 33% of Maven members feel that they can better manage their depression and anxiety, and more than 40% report finding emotional support through Maven’s high-touch, 1:1 mental health coaching.

Employee mental health absences rose 33% between 2022 and 2023. Mental health days or flexible paid time off (PTO) provide the flexibility needed to cope with the stress of balancing work and family. These resources foster a culture of well-being, reducing burnout, increasing resilience, and improving retention and morale.

Companies leading the way in flexible maternity leave policies

Case studies of successful flexible working policies

British bank Barclays was awarded 'Best for Mothers' by Working Families in 2019 for allowing employees to work on a flexible basis, as well as providing a Parenting Portal, coaching, and mandatory training for managers. 63% of their employees work flexibly, with 84% saying they were able to have a positive conversation with their manager about their flexible working request. As a result of this ongoing support, 90% of women return to work after maternity leave and 83% are in the same role a year later.

Multinational company PwC began offering employees a phased return to work after maternity leave in 2018, following employees expressing a desire for the benefit and a need for extra help phasing back into work. Both mothers and fathers are now permitted to work 60% of their normal hours for 100% of their pay for 4 weeks after returning to work.

How HR can advocate for flexible working post-maternity leave

Creating a formal flexible working request process

HR must develop a clear, formal process for employees to request flexible hours or remote work, ensuring comfort and transparency. This includes providing guidelines on eligibility, clear timelines for evaluating requests, and communicating the decision-making criteria.

A well-defined process fosters trust, empowering new parents to advocate for arrangements that balance their personal and professional needs without fear of stigma or rejection.

Training managers on flexible working arrangements

Educating managers on the benefits of flexible working is key to its success. HR should equip leaders with tools and training to effectively manage remote teams, staggered schedules, and job share arrangements. By understanding how to maintain team productivity while supporting flexibility, managers can create a supportive environment that meets both business goals and employee needs.

Support mothers returning to work after maternity with Maven

Flexible working and work-from-home options are advantageous for employees returning from maternity leave and the businesses they work for. Such accommodations allow new mothers to balance work and family life more effectively, enhancing well-being and reducing stress. Flexibility in hours and location also promotes employee satisfaction, increasing loyalty and retention, while also increasing productivity.

By supporting individual needs, companies foster a culture of trust and support. HR leaders should take proactive steps in creating family-friendly policies that encourage flexible work, ensuring a smooth transition and demonstrating the organization’s commitment to its employees’ long-term success in their personal and professional lives.

Maven can help employers create and implement women's and families benefits that support employees to return to work, and to thrive in their careers while giving them confidence as they reach each new stage of parenthood.

Up to 57% of our members report that Maven helped them return or plan their return to work, with 90% returning to work compared to the national average of 57%. To take the first steps toward offering next-level parental support and delivering better outcomes for all, book a Maven demo today.