Some 87% of parents find returning to work after having a baby challenging, and 73% report lacking the necessary support, according to a survey released today (26 August) by Growth Spurt, a return-to-work support programme.
The survey, including 5,329 parents who returned to work within the last three years, found that one in four parents (26%) who didn’t receive the support they needed left their job after returning.
Only 28% reported receiving the support they truly needed. The survey found that even when employers offered assistance, parents returning to work still didn’t feel supported. Notably, 42% of parents indicated that the support provided was insufficient, while 30% received no support at all.
Natasha Kitson, founder of Maternity Mentor, a platform that supports working parents throughout the parental leave process, told HR magazine: “Too often, parents return from leave to a culture of silence; no structured re-onboarding, unclear expectations or lack of flexibility.”
Read more: Parental leave should reflect the diversity of today’s workforce
Returning parents are expected to “jump back into the workforce as if they haven’t just had a baby,” and quite often, back to their role that hasn’t been appropriately covered in their absence, Kitson explained.
She added that this leaves them feeling isolated, undervalued and overwhelmed. “HR can change this by treating parental leave as a recognised career stage and incorporating a framework for managers to help support the returner,” Kitson said.
The findings also showed that 53% of parents felt their mental health suffered due to a lack of support, and 41% reported reduced productivity. Over half (53%) either considered leaving or actually left their jobs due to these challenges.
Speaking to HR magazine, Owen Morgan, managing director at HR consultancy INTOO added: “Parents returning from leave often feel unsupported because re-entry is treated as a one-time event rather than an ongoing process”.
A lack of flexibility, unclear expectations, and little recognition of the challenges they face in balancing work and family can lead to further alienation in the workplace, he explained.
The survey also highlighted the potential benefits of improved support structures. A substantial 71% of respondents believed that better support would have increased their productivity, while 64% stated it would have made them more likely to remain in their positions. Additionally, 50% indicated they would recommend their employer if adequate support was in place.
Read more: How HR can support mothers returning from maternity leave
Kitson suggested that clear communication before and during leave, phased or flexible returns and line manager training can help support parents in the workplace.
She added: “Getting this right isn’t just compassionate; it directly protects productivity, talent pipelines and long-term business success.”
Morgan continued: “HR can play a pivotal role by providing structured return-to-work programmes, open dialogue with line managers, and access to coaching or mentoring. By addressing any issues with empathy, tailored development opportunities, and clear communication, employers safeguard employee well-being and retention.”
In the report, Joeli Brearley, founder of Growth Spurt and a charity working to end the motherhood penalty, Pregnant Then Screwed, emphasised the urgency of addressing this issue: “This is not just a compassionate issue; it’s a business-critical one. Employers must recognise that effective return-to-work support is essential for driving productivity and retaining talent.”
The survey also revealed a significant disconnect between parents and employers. An overwhelming 65% of respondents felt that their employers did not understand the difficulties of returning to work after childbirth, with only 30% feeling that their employers had a grasp on these challenges.
The survey, conducted via Typeform, questioned parents who returned to work within the last three years, with a total of 5,329 respondents from the UK. Of these, 3,943 returned from maternity leave, 115 from paternity leave, and 173 from shared parental leave. The demographic breakdown included 5,014 identifying as women, 145 as men, with others declining to answer. The survey ran from 26 June 2025 to 4 July 2025, focusing on participants’ experiences upon returning from parental leave.