Returning to work after having a baby can be challenging, even for experienced mothers. While many mothers return to the workplace at 12 weeks, as Family and Medical Leave Act and Federal Employees Family Friendly Leave Act allow for 12 weeks of maternity leave, the experience is far from uniform. Every mother’s situation is unique, and understanding that is crucial for providing effective support.
As a manager, there are ways you can help ease this transition back into the workforce to help new mothers navigate returning to work.
Recognize Individual Needs
Every mother’s needs are unique and can vary from pregnancy to pregnancy. While some women may be eager to travel or socialize, others prefer to stay close to home. Rather than making assumptions, ask her directly what she needs. This ensures that your good intentions don’t inadvertently cause harm by excluding her from the opportunities she wants. Be sure to ask your returning mothers before making any assumptions.
Emphasize Flexibility
Relax some in-office requirements and consider offering a temporary work-from-home arrangement, if possible, as the mother adjusts to her new routine. Even when she returns to the office, be mindful that she may need to attend numerous doctor’s appointments for herself and/or her baby. If the baby becomes ill or childcare arrangements fall through, allow her to work from home during these times, if possible.
Rethink After-Office Social Activities
New moms may find it difficult to participate in after-office social events. Getting home to relieve the nanny or pick up their child from daycare is often a top priority. Rather than pressuring them to attend, consider alternative activities. For example, switch to morning coffee gatherings. The goal is to make new moms feel included without adding stress to their already busy lives.
Limit Travel Unless Necessary
Whenever possible, offer new moms the option to dial into meetings remotely rather than travel. For some, the thought of being away from their baby for extended periods can be distressing, while other moms may be excited to get away. Offering flexibility in this area can significantly affect their comfort level.
Proactively Offer a Comfortable Mother’s Room
By law, federal managers must follow Office of Personnel Management Fair Labor Standards Act guidelines for nursing mothers, and other agencies may be subject to similar requirements. Even though not all mothers will use it, have a space ready, clean, and accessible prior to a mother’s first day back. Let her know where it is and ensure it’s well-equipped with a fridge and a comfortable chair. There is nothing worse than feeling like an inconvenience as you shuffle stuff around and get the room ready while the nursing mother waits. Avoid placing the room in a storage area or multi-purpose area — create a clean, private (lockable), and comfortable space.
Schedule Regular Check-Ins
A baby’s feeding or sleep schedule can change dramatically in just a few months, affecting a mother’s availability. Consider scheduling monthly check-ins to see if her needs have changed. For example, if mom didn’t want to travel two months ago, she may be ready now. This ongoing communication can help you stay attuned to her situation and make adjustments as necessary.
Supporting new moms as they transition back to work is about more than just policy — it’s about empathy, flexibility, and open communication. By being more conscientious and keeping the mother’s needs in mind while they transition, you can help create a workplace environment where new mothers feel supported and empowered to succeed.
Emilie Vicchio is an award-winning communication and brand leader known for transforming how organizations differentiate and manage change. With 18 years of experience, she has expertly navigated organic and inorganic growth, change management, and enterprise implementations. Emilie turns challenges like rebrands, M&As, and restructurings into opportunities for innovation and excellence, particularly in support of business to government organizations and the Department of Defense.
Emilie holds a master’s in strategic brand communication from the University of Illinois at Urbana-Champaign and an MBA from Alfred University. She also holds a bachelor’s of science in marketing and a bachelor’s of arts in visual communication from Alfred University.
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