Tackling the motherhood penalty is vital for a sustainable talent pipeline

Across the UK, organisations continue to lose experienced women at the point they consider returning to work after maternity and parental leave. This is not a question of talent or ambition. It reflects a wider set of pressures that shape women’s careers, including childcare costs and availability, cultural expectations around caregiving, and the design of work itself. Together, these forces contribute to what is widely described as the motherhood penalty, with long-term consequences for women’s earnings, progression and participation in the labour market.

Evidence from the Open University shows that pregnancy, maternity and parental leave can still present real challenges for both employees and employers. However, it is often workplace practices at the point of return that make the critical difference. How return to work is planned, managed and supported can determine whether women are able to stay, progress and remain engaged over the long term.

With employment legislation reform underway through the UK Government’s Parental Leave and Pay Review, expectations on employers are changing. Organisations that recognise their role within this wider system, and act intentionally within it, will be better placed to retain experienced staff and strengthen their talent pipelines.

Why employers need to act now

1. Retention of experienced talent

Women returning from maternity and parental leave represent a highly skilled and committed part of the workforce. When they are unable to return or progress, organisations lose capability, continuity and institutional knowledge that is costly to replace.

2. Performance and organisational resilience

Research shows that employees who feel supported through major life transitions are more engaged and productive. Where return to work is poorly planned or inconsistent, disengagement and attrition are more likely.

3. Changing legal and social expectations

There is growing societal expectation for flexible working and parental inclusion to become standard practice.

A number of employment legislation changes within the Employment Rights Act 2025 relate to advancing equality (see ACAS website), reflecting growing expectations on employers to demonstrate fair, inclusive and consistent practice across roles, sectors and working patterns.

Different organisations, different contexts, but no one size fits all

Organisations operate in very different environments. Some have access to formal policies and specialist HR support, while others rely on leaner structures. What matters is not organisational size, but intentional design. The Open University research shows that many effective interventions are low cost and low burden, relying on clarity, early planning and consistent management rather than additional spend.

Importantly, maternity and parental leave does not have to stall progression. When designed well, it can create development and movement opportunities across teams, if returning employees are supported to re-enter with confidence, clarity and a visible future.

Five actions employers can take now

1. Audit the lived experience of maternity and parental leave and return to work, not just written policies, to understand how systems operate in practice.
2. Equip managers with clear guidance and tools to reduce inconsistency of support and ‘the manager lottery’.
3. Plan return to work early, with structured conversations before leave begins.
4. Make flexibility predictable and transparent. Think about shift patterns, role design and workload sequencing, including in non-desk based, public facing and shift based roles.
5. Recognise that parents’ experiences, and the workplace barriers to inclusion they face, differ. For example, by parental pathway, role, ethnicity, employment status and caring context. Listen to feedback and use this insight to evaluate and improve practice over time for all mothers.

Practical support from The Open University

Dr Keely Duddin and Dr Jill Miller, Faculty of Business and Law, Open University