#28 We need to talk about… supporting leader-mothers returning from maternity leave
Hello again, and thanks for joining me. In this post, I’ll explore practical strategies to support leader-mothers as they return to their roles after maternity leave.
Returning to a leadership role following maternity leave presents unique challenges. While it offers an opportunity to reclaim professional purpose, the added responsibilities and scrutiny of leadership can make the transition feel especially intense and complex.
Despite women making up 76% of the teaching workforce in 2024-25, leadership roles remain disproportionately male, especially at the secondary level (DfE, 2025). When women become mothers, part-time working often becomes both essential and a barrier to career progression, creating a “part-time paradox”.
The statistics speak for themselves:
Female and part-time teachers are significantly less likely to be promoted to senior leadership (DfE, 2022).
Teachers who started maternity leave in 2020 were slightly less likely to leave their school over the following four years (39%) compared with all teachers (42%). This dropped to 32% for part-time returners, but rose to 45% for those who returned full-time (Williams, 2024).
Emma Sheppard of the MTPT Project argues returning mothers need to be supported with dignity, clear structure, and flexible working arrangements (Sheppard, 2023). This support remains critically needed, as a lack of flexible working options continues to contribute to teachers leaving the profession (NFER, 2025).
But having part-time advocates on the senior leadership team can be transformative in both symbolic and practical ways. It sends a clear message that part-time working is not only possible but valued. It also provides a visible model of how flexible leadership can work in practice.
That means more than just offering part-time roles. It means planning a carefully supported return, regardless of the working pattern. Some women adjust quickly and actively prefer not to have adjustments. Others may not realise they need support until they’re back in the role. The key is planning with care, flexibility, and no assumptions, so that support is available if and when it’s needed.
For senior leaders supporting returning colleagues, here are some key strategies to help ensure an effective transition:
Prioritise role continuity
Being handed a new brief or facing major restructuring upon return can be deeply destabilising. Returning part-time doesn't require a new role, just a new working arrangement.
Where possible, facilitating a part-time return that allows leaders to continue in the same role is important. This can be challenging to manage when there are concerns about capacity. Many returners will perform the same job to the same high standard, but it may take more out of them unless their responsibilities are adjusted to fit their working pattern. This is where true flexible working, not simply compressed hours, really makes a difference.
Protect space continuity
Maintaining continuity of space - the same office, the same desk, the same name on the door - signals that a leader still belongs, both to themselves and to the organisation. Protecting a returning leader’s space reinforces their value, especially during a vulnerable period of transition.
Maintain line management continuity
Maintaining continuity in line management can significantly ease a leader’s return. Familiar relationships help re-establish working rhythms more naturally, and a trusted line manager is often better attuned to the returning leader’s needs.
Of course, this only works if the line management was effective in the first place. Still, continuity helps returning leaders feel supported, not assessed.
Returning to leadership is a physical and emotional recalibration. Line managers who understand post-natal mental health risks, fatigue, and identity shifts will be better equipped to support sustainable leadership.
Give confidence time
I found that one of the most jarring parts of returning to leadership is how visible the role is. After months of private caregiving, stepping into whole-staff briefings, speaking to large audience and leading tough conversations felt unnatural.
But it’s only natural to feel rusty. Give returning leaders some breathing space before expecting them to take centre stage. Confidence will return only with opportunity and time.
And for returning leader-mothers: advocate for others
After finding your footing, look around and consider who else might need the support you once did. Too often, returning mothers are left to navigate outdated systems alone. Be an advocate for change. Push for better practices, clearer policies, and roles designed with flexibility in mind.
This isn’t just about your return. It’s about improving the landscape for everyone who follows.
Returning to leadership after maternity leave can feel like the stakes are high. Visibility isn’t optional. Accountability doesn’t wait. Confidence must be rebuilt publicly.
Welcoming mothers back into leadership isn’t just about fairness. It’s a workforce imperative and a test of whether our schools value humanity as much as performance.
Thanks for stopping by. Until next time, when I’ll welcome guest bloggers Mary Myatt and Simon Cox who’ll explore taking stock of what matters.
References:
Department for Education (2022) School leadership in England 2010 to 2020: Characteristics and trends, GOV.UK. Available at: https://www.gov.uk/government/publications/school-leadership-in-england-2010-to-2020-characteristics-and-trends (Accessed: 01 July 2025).
McLean, D. and Worth, J. (2025) Teacher labour market in England - Annual Report 2025, NFER. Available at: https://www.nfer.ac.uk/media/zofbcsol/tlm-2025_embargo.pdf (Accessed: 01 July 2025).
Sheppard, E. (2023) The ‘motherhood penalty’ driving teachers to quit, TES Magazine. Available at: https://www.tes.com/magazine/analysis/general/motherhood-penalty-over-30s-leaving-education (Accessed: 01 July 2025).
Williams, J. (2025) Mums who return to teaching part-time more likely to stay, Schools Week. Available at: https://schoolsweek.co.uk/mums-who-return-to-teaching-part-time-more-likely-to-stay/ (Accessed: 03 July 2025).