Returning to Work After Maternity Leave: Advice

The Power of Togetherness in Recruitment

At Sharp Consultancy, recruitment is about much more than filling job roles. It is about bringing people together, building lasting relationships, and creating opportunities where businesses and individuals can thrive. That's why one of our core values, Togetherness, is at the heart of everything we do. Successful recruitment isn't simply about matching a CV to a job description. It's about understanding people, their ambitions, and the culture of the organisations they will become a part of. That's why we meet with both clients and candidates alike, taking the time to get to know them, understand what they're looking for, and ensure we achieve the perfect match. We work closely with everyone involved to understand what success looks like from both perspectives. By working together, we create stronger matches that benefit businesses, employees, and teams for the long term.Togetherness means investing in relationships For our clients, this means becoming a trusted recruitment partner who understands their business, challenges, and future goals. We don't just recruit for today's vacancy, we help build a team that aligns with your values and ambitions. For our candidates, it means providing honest advice, guidance, and support throughout their career journey. Whether someone is looking for their first opportunity, career progression, or a complete change of direction, we're there every step of the way. The best recruitment decisions happen through collaboration We believe open communication, transparency, and shared goals lead to better hiring decisions. By encouraging honest conversations between employers, candidates, and our recruitment consultants, we create an environment where everyone feels heard and valued. When people work together, better decisions follow. Togetherness doesn't stop once a placement has been made At Sharp Consultancy, we continue to support our clients as their businesses evolve. From workforce planning to recruitment strategy and talent advice, we're committed to building long-term partnerships that grow alongside our clients. Creating Opportunities for People Every placement represents more than a job. It's a new chapter in someone's career, a fresh opportunity for a business, and the beginning of new working relationships. We never lose sight of the impact recruitment has on people's lives. By treating every candidate with respect and every client as a valued partner, we create experiences built on trust, professionalism, and mutual success. Togetherness is more than one of our values, it’s how we work every day It's reflected in every conversation, every recommendation, and every successful placement we make. We believe recruitment works best when it's built on collaboration, trust, and genuine relationships. At Sharp Consultancy, we're proud to bring people together, helping businesses find exceptional talent while supporting individuals to achieve their goals.

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Returning to work after maternity leave can be a major transition...

Especially when you’re balancing childcare, adapting to a new routine, and stepping back into a professional environment that may have evolved while you were away. Whether you're excited to return or feeling anxious about the change, it’s completely normal for the adjustment to take time. With the right preparation and support, you can make the transition as smooth as possible.

Below, we’ve outlined key considerations and practical steps particularly relevant for those working in accountancy, finance, and the broader professional services sectors.

Understanding Your Employment Rights

Returning to the Same Role

If you return to work within 26 weeks (ordinary maternity leave), you are entitled to return to the same job, on the same terms, including salary, benefits, seniority, and working location.

If you’ve taken additional maternity leave (more than 26 weeks), you still have the right to return to your original role wherever possible. If organisational changes mean that returning to your old position is not feasible, you must be offered a suitable alternative role on no less favourable terms — including pay, holiday entitlement, and responsibility level.

A working mother in accountancy carries a briefcase while walking with her baby, balancing work and family life.

What Counts as a ‘Good Business Reason’?

In some organisations, restructures or departmental changes may have taken place during your absence — for example, finance systems upgrades, team reshuffles, or shifts in reporting structures. These may legitimately affect role availability.

However, your employer cannot simply retain your maternity cover and offer you a different role instead. There must be a clear, demonstrable business reason for any change.

Requesting Flexible Working

All employees with 26 weeks’ continuous service have the right to request flexible working. Many returning parents in finance and accountancy consider options such as:

Part-time hours
Term-time working
Hybrid or home working
Job sharing
Adjusted start/finish times

It’s important to remember that you have the right to request, not an automatic right to receive. Your employer must properly review your request, but they may decline it if there are legitimate business grounds — for example:

Increased costs
Inability to reorganise workloads
Negative impact on performance or deadlines
Reduced capacity during critical finance periods (month-end, year-end, audit)

Practical Tips for a Smooth Return

Consider Using KIT Days

Keeping In Touch (KIT) days allow you to work up to 10 days during maternity leave. These can be especially helpful in accountancy and finance roles where legislation, systems, and reporting cycles change frequently. KIT days can support you in:

Staying connected with the team
Keeping up to date with system changes or regulatory updates
Attending key meetings or training sessions

Both you and your employer must agree to them — neither party can insist.

Try a Phased Return

Using annual leave to structure a phased return can make the first few weeks far more manageable. For example:

Working shorter weeks initially
Reducing hours temporarily
Avoiding the busiest periods (e.g., month-end) during your first week back

A chalkboard displaying signs that read "advice," "support," "guidance," and "help," emphasising employer assistance.

Many finance professionals find this helps reintroduce routine while managing childcare adjustments.

Schedule Regular Check-Ins

Book consistent catch-ups with your line manager, especially in the first few weeks. This gives you both space to:

Review what’s working and what isn’t
Adjust responsibilities or handovers
Discuss expectations around workload or flexible hours
Address challenges early — such as conflicting deadlines or new processes

This is particularly useful if you’re returning to a role involving project work, business partnering, or financial reporting deadlines.

Ask for Support When Needed

It’s easy for colleagues to assume everything is fine if you don’t speak up. Whether you need clarity on new systems, time for refresher training, or help reprioritising tasks during busy periods, open communication is key.

Resources for Further Guidance

Maternity Action
ACAS: Your Maternity Leave & Rights
Citizens Advice

(Links available on their websites for up-to-date guidance.)

Looking for a New Finance Role After Maternity Leave?

If returning to your previous role isn’t the right fit, or you’re ready for a fresh challenge, we can help.

Sharp Consultancy specialises in recruiting temporary, interim, and permanent accountancy and finance professionals across Yorkshire and beyond. With offices in Leeds and Sheffield, our experienced consultants offer tailored advice, market insights, and access to a wide range of opportunities.

📩 CONTACT US today for expert support with your next career move.