Mentoring for new mothers can be the difference between a positive and a negative return to work – and should be offered to all employees going on maternity leave, according to new research.

Researchers from Keele University and the University of Southampton teamed up with a pre and postnatal support company to analyse the impact of 'maternity mentoring' on women and the organisations they work for.

The study focused on mentoring before, during and after maternity leave. The research team followed a group of new mothers as they received maternity mentoring and compared their experiences with mothers who had recently returned to work without mentoring.

Maternity mentoring supports the emotional and practical challenges of maternity leave and returning to work. The researchers found mentored mothers felt supported, in control and empowered, while non-mentored mothers often felt isolated and unsupported.

Dr Alexandra Kent, Senior Lecturer in Psychology at Keele University and co-author of the study, said: "Our findings highlight the importance of creating a supportive and inclusive work environment for new mothers. There are tangible steps employers can take to enhance the wellbeing and productivity of staff during maternity leave and return to work transitions.

"By prioritising maternity mentoring, employers can foster a culture that values the wellbeing and the professional growth of their employees in equal measures."

Most mothers find the return to work after maternity leave challenging, struggling to find a balance between work and new parenting responsibilities, as well as adjusting to the changes.

This study is the first to explore maternity mentoring with a focus on both maternal wellbeing and work reintegration. It joins a growing body of research that shows maternity mentoring promises a viable solution to these challenges across a range of job sectors.

The study involved interviews with participants before, during and after their maternity mentoring.

Project lead Fiona Woollard, Professor of Philosophy at the University of Southampton, said: "Some of the results were really striking, highlighting a real need to improve people’s experiences and wellbeing.

"Mothers who received maternity mentoring found it most useful in helping them to balance the competing priorities of work, their baby and themselves, and to mentally and practically prepare for their return to work. They also found it invaluable in terms of a safe space to offload fears and worries."

The value of KIT (Keeping In Touch) days was described very differently by those who received mentoring compared to those who did not.

Dr Kent said: "The experiences of the mothers in our study suggest that when KIT days are conducted on the mother's terms, they provide valuable opportunities for building confidence and reconnecting with the workplace. However, if not managed properly, they can be disempowering and even detrimental. Ensuring KIT days are supportive and flexible is an important step in designing a successful return to work."

Serena Williams, Founder of pre and postnatal support company bump & glide, and co-author of the research, said: "Maternity mentoring supports wellbeing, confidence and strategic thinking during a time of life change. It focuses on the mother in all aspects of her life, enabling her to continue to thrive personally and professionally. 

"The challenges mothers – and their employers – face around maternity leave and the return to work aren’t new, but progress to overcome these challenges just isn’t being made fast enough."

The researchers have written two policy briefs, one focused on the specific benefits of maternity mentoring and the other on steps employers can take to support staff returning from maternity leave. They recommend that employers:

• Support staff in accessing maternity mentoring ;

• Ensure processes respect the inflexibility of childcare and the need for parents to be able to set fixed boundaries to working hours;

• Ensure working roles are not changed during maternity leave unless absolutely necessary;

• Ensure good communication with staff on maternity leave, with a named person who can be contacted in addition to the line manager ;

• Provide training for line managers to ensure they understand best practice. 

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