Return to Work: A CTO’s Guide to Support Women Rejoining Tech Teams After Maternity Leave

For women in tech, the return to work after maternity leave is more than a logistical adjustment, it’s a professional and personal inflection point. Beyond childcare concerns, the transition involves re-establishing technical confidence, aligning with fast-moving teams, and navigating a redefined sense of identity in the workplace.

According to a recent study, nearly 50% of women found returning to work harder than expected, even after an average of 10 months of maternity leave. For women in the technology sector, where innovation cycles move fast and technical fluency is critical, the absence of structured return-to-work programs can significantly hinder reintegration. It underscores the urgent need for companies to institutionalize inclusive, skill-reinforcing return frameworks.

Given these stark figures, let’s explore various strategies for organizations to ensure that women feel supported in their transition back to work.

How companies can support moms in – and returning to the workplace

A Parentaly study based on feedback from nearly 3,000 women in the US found that almost 50% reported their return to work, after an average of 10 months on maternity leave, was harder than expected. Over 70% cited the absence of a structured re-onboarding process as a key challenge, while 45% felt their maternity leave had negatively affected their careers.

These findings underscore the importance of companies designing intentional, well-supported return-to-work frameworks, particularly within high-performance, innovation-led sectors like technology.

Working moms are a vital part of the workforce. They excel at multitasking, resource management, and time management. They also have tremendous patience and often a unique eye for spotting details. Hence, it’s important to retain them in the workforce.

Here are a few strategies to follow:

Start with a pre-leave plan:

This can be a game-changer for new moms. Planning a transition before they go on maternity leave can prepare them to return with a plan.

It’s fine if this plan changes, but again, the more unknowns removed from the process, the less stress the employee experiences.

Structured leave and re-entry programs will provide women the much-needed support they need to rebuild confidence and update their skills where and if required.

Lead with empathy during the return to work phase

Managers should acknowledge that returning to work after maternity leave is a significant adjustment for new mothers, often accompanied by mixed emotions and challenges. 

They should approach the employee’s transition with empathy, understanding, and a willingness to offer support. 

Here, open communication is the key. Encourage new mothers to openly communicate their needs, concerns, and expectations regarding their return to work. Based on individual circumstances, managers can modify/amend the work responsibilities. This will help the woman adapt her approach to returning to work.

Support flexibility in work schedules

Returning to work can be very overwhelming for new mothers. Instead of throwing her to the deep end of the pool right away while she navigates new exponential changes in her life, help her with the transition by giving her the flexibility of working remotely or doing a part-time job for the first couple of weeks.

Similarly, adjusted hours can be a great way for a new mom to transition back to work. Adjusted hours will allow her to start and end her workday earlier or later without added stress. This approach helps moms to adjust, without feeling torn between work and family. 

Set realistic expectations

Senior leaders should not expect returning mothers to put in great work from the first day. Please don’t put too much pressure on them by expecting perfection in everything they do after rejoining post-maternity leave. Because most women will gradually pick up more and more work depending on their schedule.

Moreover, the employee should be evaluated on the basis of performance rather than the number of hours put in. This approach will boost the employee’s morale and help them fulfil their job responsibilities without much pressure.

Provide refresher and training programs on skills

Moms returning back to work should be allowed to upskill since their skills might have become obsolete with the introduction of new technology or tools, etc. This can be fulfilled by online courses, workshops, or in-house training.

Prioritize mental health in return to work programs

The pressures of balancing professional responsibilities with parenting duties often lead to stress, anxiety, and depression among working mothers.

However, progressive mental health and wellness programs can play a crucial role in alleviating these challenges and fostering a supportive environment for working mothers.

Leaders can play a pivotal role by providing comprehensive mental health benefits, including counseling services, mental health days, and Employee Assistance Programs (EAPs).

According to the World Health Organization (WHO), integrating mental health services into the workplace can lead to significant improvements in employee well-being and productivity.

Recognize and celebrate returning moms

Acknowledging and celebrating the achievements and contributions of working mothers can boost self-esteem and create a supportive work environment. Simple gestures of recognition, such as shout-outs in meetings or newsletters, rewards/perks for the work done, etc., can make a big difference.

Transitioning from being home full-time to returning to work can be difficult. Allowing the employees to ease back into work with this newfound routine can be made much easier by providing them the much-needed support.

Introduce returnship or buddy programs

Pairing returning mothers with a mentor or buddy can make a world of difference. These programs create space for informal guidance, help returning employees reacquaint themselves with evolving processes, and encourage two-way feedback.

Some companies also offer structured “returnships” that ease employees back into core responsibilities with the right learning curve.

Creating a supportive work environment for Moms

The concept of ‘returning to work’ or ‘return-to-work’ has its merits, but an important facet tends to be overlooked: women are not merely coming back to their jobs, but they are returning from a period of personal responsibilities.

It is essential to recognize this distinction when a woman decides to re-enter the professional sphere following a hiatus, as it signifies a return from a phase of added duties.

Women should feel secure, valued, and embraced, with a positive environment that warmly welcomes them. It’s time to shift the perspective. This shift requires acknowledging the significance of ‘maternity breaks’ and creating an inclusive environment that embraces women as they come back to the workforce.

Millions of mothers across the U.S. are active in the workforce, and many seek employers who align with their needs for flexible schedules, comprehensive employee benefits plans, and supportive company cultures. With millions of moms juggling personal and professional priorities, employers should provide the much-needed support and enhance their ability to attract and retain this vital segment of the workforce.

• In a practical aspect, this support helps companies retain workers who have essential institutional knowledge and skills.
• It helps attract/retain intelligent, hard-working applicants, reduces the effort of training new employees, and helps organizations stay good on resourcing budget.
• Moreover, having women in the workforce allows for diverse ideas and strategies and helps diminish any form of bias within the organization. It helps create an inclusive and safe environment for women.
• With unmatched multitasking abilities and feminine energies, women master the art of successfully managing work responsibilities and those of caregivers.

The way women evolve and adapt to change is extremely encouraging.  And with such ‘return to work’ programs, women can regain their confidence, further enabling them to revive their careers in a meaningful way.

In brief:

The return to work after maternity leave doesn’t have to be daunting. Companies can support working mothers by offering flexible schedules, structured re-entry plans, mental health support, and upskilling opportunities. For tech leaders, this isn’t just about inclusion, it’s about building a resilient, high-performing workforce that reflects the realities of modern life.