RETURNING TO WORK AFTER MATERNITY LEAVE

Sharp Consultancy's Salary Survey 2025/26: Resetting the Landscape: Strategic Shifts in Finance Recruitment

It would be remiss not to start by addressing the elephant in the room — 2024 was a challenging year.While there were many reasons for this and numerous industries were affected, recruitment likely bore the brunt of it, particularly in the 6 months post-election(s).Whilst key roles and critical hires remained unaffected, certain head counts and processes were scrutinised and investment paused with internal restructures and automation utilised to reduce costs, in some instances, at the expense of employees. We subsequently saw an increase in candidate activity, with the talent pool strengthening. As those pressures eased in Quarter 4, recruitment processes saw improvement and green shoots have emerged. Optimism is on the rise in key hiring processes, albeit with a caveat. The cloud of additional cost increases in April, which is still dissipating. The senior finance and C-Suite market remains relatively unaffected, both regarding opportunities and candidates, it is the levels below that we have seen more change. In the evolving landscape of working dynamics, the volume of hybrid working is gradually waning despite sustained interest from candidates, presenting fewer job opportunities. While the blend of office and remote work remains desirable, it is no longer the predominant factor, indicating a notable shift in priorities for clients and candidates’ acceptance alike. Conversations with candidates underscore a growing desire around the importance of having a supportive mentor or manager and many professionals are increasingly open to a full-time return to the office if it guarantees enhanced guidance and avenues for professional advancement. "The salaries throughout transactional finance have stabilised across the region."Throughout the professional practice market, some similar trends have been observed but there have been noticeable differences in the past year. Salaries across the range of candidates in professional practice, from AAT to fully Qualified (ACA/ACCA) individuals are still rising and those firm’s able to offer competitive salaries alongside stronger training contracts are beating out the competition in a candidate market with a growing focus on study support packages and career advancement opportunities for Part-Qualified candidates, indicating an increase in demand from employers and the volume of available job seekers. The salaries throughout transactional finance have stabilised across the region, in what feels like the longest period of stability seen since Q4 2020 and we expect transactional finance salaries to remain stable throughout 2025/26, with anticipated salary increments to be moderate compared to the significant increases observed throughout the last 2 years. AI & Systems (process automation) continues to impact accountancy and finance, in particular, across larger functions but this has increased the need for wider interim support to assist with the transition and implementation especially with large, automated processes. Whilst 2025-26 will not be the same marketplace for recruitment as seen in previous years, there is certainly a growing level of optimism and whilst a more settled market may be seen as a negative in some areas, for those that have weathered the peaks and troughs over a longer period of time, it will feel very normal and a strong setting for both employees and employers to take advantage and thrive, with an increasing emphasis on growth and development.Download the full Salary Survey here!

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Returning to work after maternity leave can be a huge adjustment what with juggling work and home life, making childcare arrangements and getting to grips with being back in the work place. We offer some of our top tips and suggestions on how you can make your return to work as smooth as possible.

No matter whether you are itching to return to work or the thought of leaving your precious child fills you with dread, it will take time to adjust to working life again – the key is to plan and prepare and accept that this is a big change for everyone, and things might not fall into place straight away.

Your rights on returning to work

If you are returning to work after 26 weeks or less you are entitled to return to exactly the same job as you were doing before the start of your leave. If you have taken additional maternity leave and are returning after more than 26 weeks, you still have the right to return to the same job on the same terms, however if this is not possible because there have been significant changes to your workplace, your employer can offer you a suitable alternative job.

This role must have at least the same terms and conditions as your previous position including pay, benefits, holiday entitlement, level of seniority and place of work.

What is considered ‘good business reasons’?

Your employer many have made significant changes in the organisation whilst you have been away which may have affected the roles and responsibilities for you and your colleagues. Your employer cannot however, keep your maternity cover in place in your role and offer you an alternative role - there must be a good reason why you cannot return to your old job.

Can I request changes to my working hours when I return from maternity leave?

All employees are entitled to request changes to their hours of work, days or work or place of work provided they have been with the company for at least 26 weeks. After returning from maternity leave you may wish to consider working part-time, term-time only, working from home, job share (or a combination of more than one of these options).

It is important to remember that you have the right to request flexible working however this does not mean that you have a right to work flexibly; your employer has to consider your request properly, but it can be refused for business reasons such as additional costs, being unable to rearrange workloads between existing colleagues or a detrimental impact on customer demands or performance.

For more information see:

https://maternityaction.org.uk/

https://www.acas.org.uk/your-maternity-leave-pay-and-other-rights

https://www.citizensadvice.org.uk/work/rights-at-work/parental-rights/maternity-leave-your-options-when-it-ends/

Tips on returning to work after maternity leave

If you want to keep your hand in, consider Keeping In Touch days (KIT) whilst you are on maternity leave. You can work up to 10 days during your maternity leave however these need to be agreed with your employer as neither party can insist on them being taken
A phased return may help you return to work in the first few months – you could use some of your annual leave to work a shorter week for the first month or reduce your hours on a temporary basis.
Calendar regular reviews with your line manager. Make sure you catch up on a weekly basis during the first few weeks so you can identify what is or isn’t working well and discuss potential solutions – this is particularly important if you have had a flexible working request approved and you and your team are adjusting to the new arrangements.
Ask for help. It is very easy for those you work with to assume everything is OK if you don’t say anything.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance and accountancy professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today for expert advice on your next career move.