We are delighted to welcome back our Senior HR Advisor and Training Lead, Ellie Hand, following her maternity leave.

Ellie welcomed her baby boy, Michael, in November 2025 and returned to Bhayani Law in August 2026.

Returning to work after maternity leave can be a significant transition. There may be excitement about reconnecting with colleagues and getting back into a familiar role, but there can also be nerves about new routines, changing priorities and finding a balance between work and family life.

We caught up with Ellie about how her return has felt so far, what her first few weeks have involved and what her experience can teach employers about supporting employees returning from maternity leave.

How does it feel to be back?

Ellie says:

“It feels great to be back and to reconnect with colleagues and clients, although returning after maternity leave has naturally felt a little daunting too.

“After spending so much time focused on family life, coming back to work means establishing a completely new routine and finding a different balance. I have been fortunate to return to such a supportive team, which has made the transition much easier.

“It has also been reassuring to return to familiar conversations and be reminded of how much I enjoy the work that we do.”

For employers, Ellie’s experience is a useful reminder that there is no single way an employee will feel about returning from maternity leave.

Someone can be genuinely pleased to return to their role while simultaneously feeling nervous about childcare, new routines, changes that have happened during their absence or simply getting back up to speed.

Creating an environment where employees feel comfortable talking about their return can make a significant difference.

Straight back into training

There was little time for Ellie to ease herself back into the world of HR!

Her first day included delivering an equality, diversity and inclusion session for line managers, a subject that felt particularly relevant given her own experience of returning to the workplace.

Ellie explains:

“The session explored the importance of communication and having early, supportive conversations with employees. As someone experiencing my own return to the workplace, the subject felt especially relevant.

“It reinforced that good management often comes down to getting the fundamentals right: listening, communicating openly, avoiding assumptions and recognising that every employee’s circumstances are different.”

These principles are particularly important when managing maternity leave and an employee’s return to work.

How can employers support someone returning from maternity leave?

A successful return should ideally start well before the employee’s first day back.

Keeping appropriate contact during maternity leave, discussing plans for returning, explaining any important workplace changes and considering whether support may be required can all help an employee feel informed and included.

Managers should also avoid making assumptions. For example, an employee having a new baby does not automatically mean they are less ambitious, do not want certain opportunities or will be unable to undertake particular responsibilities.

Instead, have an open conversation.

Some useful areas to discuss can include:

• any changes to the employee’s role, team or workplace during their absence;
• whether they need any updates or training;
• how they are feeling about returning;
• any flexible working arrangements or requests;
• annual leave accrued during maternity leave;
• breastfeeding or expressing milk at work, where relevant;
• keeping-in-touch days and how these have been used; and
• what support may help during the first few weeks back.

A structured return-to-work meeting can be particularly helpful, giving both the employee and manager an opportunity to discuss expectations and raise any concerns.

What are an employee’s rights when returning from maternity leave?

Employers need to remember that maternity leave is supported by a range of employment protections.

Depending on the length and circumstances of their leave, an employee will generally have the right to return to the same job or, in certain circumstances following an extended period of leave, a suitable alternative role on terms and conditions that are no less favourable.

Employees also continue to accrue annual leave while on maternity leave and are protected against pregnancy and maternity discrimination.

There are also important protections where redundancy situations arise.

Redundancy protection after maternity leave

Employees returning from maternity leave currently benefit from enhanced redundancy protection.

Where a suitable alternative vacancy exists during the protected period, an eligible employee must be offered that role rather than simply being required to compete for it alongside other employees.

For maternity leave, the protected period can extend until 18 months after the birth of the child, meaning the protection can continue for a period after the employee has returned to work.

This does not mean an employee returning from maternity leave can never be made redundant. However, employers must understand and correctly apply the additional protections that are in place.

Further protection is coming under the Employment Rights Act 2025

Employers should also be preparing for further changes under the Employment Rights Act 2025.

The Act provides for stronger protection against dismissal for pregnant employees, those on maternity leave and employees who have returned from maternity leave.

The Government intends to introduce enhanced dismissal protections in 2027. The legislation allows regulations to provide protection for at least a six-month period following a mother’s return to work, with dismissal permitted only in specific circumstances.

The detailed rules and exceptions will be important, so employers should keep their maternity, family leave, redundancy and dismissal procedures under review as further regulations and guidance are published.

For managers in particular, these changes make it even more important to understand the protections surrounding pregnancy, maternity leave and returning to work.

A new perspective on returning to work

Ellie’s own experience has reinforced the importance of supportive management during periods of change.

She says:

“Someone returning from maternity leave may be pleased and excited to be back while also feeling nervous, tired or uncertain about managing their new responsibilities. Those feelings can all exist at the same time.

“Managers do not need to have all the answers, but they should create space for an open conversation about how the employee is feeling and whether any support is needed. Small actions can make a real difference to how welcomed, valued and confident someone feels when they return.”

What’s next for Ellie Hand?

As Ellie settles back into her role, she is looking forward to reconnecting with clients and colleagues and continuing to develop Bhayani Law’s HR training offering.

“As I settle into this new chapter, I am looking forward to reconnecting with clients and colleagues, growing our training offering and finding a new balance between work and family life.

“There is plenty to look forward to, both professionally and personally, and I am excited to see what the months ahead will bring.”

We’re delighted to have you back, Ellie!

How Bhayani Law can help

Managing maternity leave and returning employees can raise both practical HR questions and complex employment law issues.

At Bhayani Law, our combined employment law and HR team can support both employers and employees at every stage.

For employers, we can advise on maternity leave and pay, keeping-in-touch arrangements, flexible working requests, return-to-work conversations, discrimination risks, redundancy situations and the upcoming changes under the Employment Rights Act 2025. We can also provide training for line managers so they understand their responsibilities and feel confident supporting employees through maternity and other family-related leave.

For employees, we can provide clear advice on maternity rights, returning to work, flexible working, redundancy, discrimination and concerns about how you have been treated during pregnancy, maternity leave or following your return.

Whether you are an employer looking to make sure your processes are legally compliant and supportive, or an employee who needs advice about your rights, Bhayani Law is here to help.

Contact our employment law and HR experts on 0333 888 1360, email [email protected] or complete our enquiry form.