More than 100,000 new mothers in the UK either do not return to work after maternity leave or resign within a year of doing so, with most blaming a lack of support from their employer. The exodus is costing businesses an estimated £650 million a year.
The findings come from new research commissioned by Matri Maternity Coaching, a consultancy that helps employers and employees manage the transition from maternity leave back into work.
Its survey of 501 mothers who returned to work in the past three years reveals that 27 percent – more than a quarter – either opted not to return or left within 12 months. Among those who resigned after returning, 83 percent said poor workplace policies were to blame.
Support That Fails When It’s Needed Most
For many women, returning to work after having a baby is marred not by encouragement but by neglect or even hostility. More than half said they were treated differently either during pregnancy or after coming back. A third reported being expected to carry on as though nothing had changed.
Some said they felt their employer saw maternity leave as a rest. “(They) treated my maternity leave like a sabbatical, not the most physically and emotionally intense experience of my life,” one respondent said.
Inflexibility was a key issue. Half of the mothers polled said their employer refused to make reasonable adjustments, and a third said they were denied flexible working options, such as varied start and finish times to accommodate nursery pick-ups.
Twelve percent said they were actively discriminated against or forced out, including being passed over for promotion, having responsibilities removed or being made redundant.
A Hidden Cost to Business
With nearly 600,000 women going on maternity leave each year, the number of mothers not returning or quitting within a year stands at over 100,000. According to the Chartered Institute of Personnel and Development, the cost of replacing an employee averages over £6,000, putting the total bill for employers at close to £650 million.
Beyond financial loss, there is a long-term impact on workplace gender equity. Mothers pushed out due to rigid policies or outdated attitudes face career stagnation and income inequality, while employers lose experienced talent and institutional knowledge.
What Employers Are Getting Wrong
The findings show that many employers still fail to recognise the realities of combining work and parenting. Thirty-six percent of women said their maternity leave was treated like a “break”. Sixteen percent said their loyalty or commitment was questioned once they became a parent.
According to Matri’s founder, Sophie Maunder, these experiences are not isolated but part of a systemic problem.
“The findings paint a worryingly bleak picture with regards to how many women are facing poor treatment when they are returning from maternity leave – or simply knowing that being a parent will not be compatible with their role or company, and are not choosing to return at all,” she said.
“Mothers are not asking for the world. They generally want some practical flexibility that allows them to both work and be a parent, and for their employers to be supportive and understand that some give and take is required.
“When businesses do not offer this, they ultimately end up losing talent and have to fork out to replace those who leave.”
Steps Employers Can Take
Experts suggest that the solutions are straightforward but require a change in mindset. Recommendations include:
- Offering phased or flexible return-to-work plans
- Training line managers on supporting new parents
- Normalising flexible hours or part-time options
- Recognising the emotional load carried by working parents
The cost of inaction is already visible in lost staff, missed productivity and reputational damage. As Matri’s work shows, the motherhood penalty is not just a social issue but a business one, and it is avoidable.
“When mums feel seen, supported and set up to succeed, everyone wins – including the bottom line,” Maunder added.