Why Maternity Leave Can Shake Workplace Confidence, and What to Do About It
Why maternity leave changes confidence
Coming back from maternity leave is one of the most underestimated transitions in working life. It is more than adjusting childcare logistics or catching up on workplace changes. For many women, it shakes confidence, both personally and professionally, in ways that can be unexpected and unsettling.
Why does this happen?
Identity shifts: you return with new priorities, but often feel “behind” compared to colleagues.
Skills doubt: months away can spark fears of being “rusty” or out of touch.
Exposure: stepping back into meetings or decision-making after being absent can feel like starting again.
Assumptions: colleagues may project views about your commitment or career ambition.
This isn’t weakness. It is a natural response to a big life shift. But how you respond — and how your employer supports you — makes the difference between thriving and leaving.
For Employees: Rebuilding Confidence After Maternity Leave
1. Normalise the wobble
You are not alone if you feel vulnerable or exposed. Confidence dips after maternity leave are common — even among senior leaders. Remind yourself this is part of the process, not a reflection of your ability.
2. Separate job fit from confidence dip
Ask yourself: “Do I dislike this role, or am I just struggling with the transition back in?” Many women leave roles not because the job is wrong, but because they mistake temporary confidence dips for long-term misfit. Clarity matters before making big decisions.
3. Reclaim your wins
Keep a simple log of achievements in your first few months back — however small. It’s proof that you are adding value and rebuilding momentum, even when self-doubt creeps in.
4. Seek the right support
Peer groups, mentors, or coaching can help reframe the story you tell yourself. Sometimes, just sharing the wobble with someone who gets it makes the load lighter.
5. Communicate your needs
If phased return, adjusted workload, or flexible arrangements will help you ease back in, ask. It is not a weakness to request support — it is a strategy to sustain your career.
For Employers: How to Support Maternity Returners
1. Acknowledge the transition
A simple “welcome back, we know this is a big step” goes further than you think. Ignoring it risks making women feel invisible or undervalued.
2. Re-onboard, don’t just restart
Treat maternity return as a structured re-onboarding. Share updates on strategy, systems, and team changes. Don’t assume people can catch up by osmosis.
3. Avoid assumptions
Never assume a returner’s ambition has shrunk or grown. Ask. Check in. Listen. The biggest mistake is deciding for them.
4. Offer mentoring or buddying
A peer to check in with — especially someone who has been through it — can help women rebuild confidence faster.
5. Be flexible where possible
Explore options like phased return, adjusted workload, compressed hours, or term-time contracts. These aren’t just “perks.” They are retention strategies that protect your talent.
6. Train your managers
Line managers are often the make-or-break factor. Equip them to have open, supportive conversations and to manage returns with empathy and clarity.
The bigger picture
Confidence dips after maternity leave aren’t just personal issues. They are systemic. Workplaces that fail to support women back in lose experience, skills, and diversity of thought.
For employees, this means pausing before you walk away. Ask: “Is it the job, or is it my confidence?” The answer shapes your next move.
For employers, it means recognising that retention isn’t just about policies — it’s about culture, conversation, and support.
Final thought
Maternity leave can change how women see themselves at work. That shift deserves validation, not silence. With the right support, confidence returns. Without it, too many women step out of roles they once loved.
Supporting this transition well is not only the right thing to do — it’s one of the smartest retention strategies you have.
If you’re an employer, supporting women back from maternity is about more than compliance. It’s about retaining skilled, experienced professionals. Thrive HR UK helps businesses design return-to-work processes that protect wellbeing and build loyalty.
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Yes. Many women experience a dip in confidence when returning, even after years of experience. It usually eases with support, clarity, and time.
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Focus on small wins, ask for updates on changes, and use support networks or coaching. Confidence grows as you re-engage with your role.
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Offer structured re-onboarding, avoid assumptions about ambition, and provide flexibility where possible. Simple acknowledgement of the transition also makes a difference.
