Returning to work

The majority of women on maternity leave return to work within 12 months. But this does not mean that the transition, nor the contribution of the individuals to the business, is always smooth and problem free.

For many women, returning to work is as much a financial necessity as it is a considered choice. It can be accompanied by:

• Feelings of guilt at leaving their child;
• Concerns about rejoining the workforce; and
• Trepidation at how they will handle the challenges that will be thrown at them by a once familiar workplace.

Clearly it is a time that managers have to handle with sensitivity if the business is going to get the best possible value from the returning employee.

With globalisation, skills shortages and an ever changing demographic, women make up a greater percentage of the workforce than ever before. And for many, motherhood is being deferred in order to take promotions and embrace exciting career opportunities.

Since the implementation of the Federal Sex Discrimination Act (1984) it is illegal to discriminate on the grounds of pregnancy or breastfeeding. Government watchdogs such as the Equal Opportunity for Women in the Workplace Agency work to improve opportunities for women and offer training and resources. Being in tune with the requirements of mothers returning to work can help businesses remain competitive, retain staff and promote positive working environments - directly benefiting the working mother and sometimes creating challenges for managers.

Michelle, a successful manager, has recently returned to work after 12 weeks maternity leave. Initially she was able to work from home but now that her son is no longer breastfeeding, she has returned to the office. Many women wish to return to work while still breastfeeding. Whilst it can be awkward, this is a protected right.

While on leave Michelle found it important to maintain contact with her place of employment and keep abreast of pertinent issues that would impact her position.

Once a mother is back at work, fulltime employment may not be viable. But many companies are creating options.

While gender bias in care giving is changing, women remain the primary carers. Many organisations are taking steps to become family-friendly by adopting inclusive policies that provide flexible working environments allowing parents to manage work and private commitments. Others provide company childcare or source providers on behalf of their staff. At a time of such competitiveness in recruiting the best people, these moves can be important benefits that are greatly valued by some employees.

In June 2002, the Australian Bureau of Statistics Labour Force Summary showed that 52% of all couple families with children under the age of 15, had both parents employed. This situation makes the provision of childcare a huge issue for returning mothers.

Australian Government initiatives such as the Child Care Benefit, Family Tax Benefit, Maternity Payment and Child Care Tax Rebate, go some way to assist with family costs. However, restrictions placed on professional families limit the value of these schemes.

Michelle, like many other new mothers, found that her health suffered after returning to work. She says that her health problems “were attributed largely to the fact that I was working and unable to rest when I needed to. Even though I returned to work, my productivity suffered and I was forced to take a significant amount of sick leave. However, since weaning and hitting the 12 months mark, my work productivity has increased to be equivalent to or better than before I had a baby.”

While returning to work presents both real and perceived challenges for managers and staff alike, mothers can sustain professional careers. They may need to modify work practice, learn to delegate and accept help, but with appropriate management support, it is possible to succeed in both areas of their lives.

Whether you are a mother struggling to balance family and work commitments, or a manager with staff returning from maternity leave, it is important to understand the many issues working mothers face. Managers need to familiarise themselves with the options that are possible and the options that competitor organisations are offering.