We talk a lot about leadership pipelines, talent retention, and gender equity at work. But one of the biggest moments of risk in a woman’s career isn’t when she hits a glass ceiling. It’s when she goes on maternity leave.

Despite decades of progress, research shows that up to 74,000 women in the UK lose their jobs each year due to pregnancy or maternity-related discrimination¹. Nearly half of mothers report negative experiences at work related to pregnancy, maternity leave or returning—and 1 in 5 leave their jobs as a result². And for those who do return? Over 80% say it negatively impacts their confidence, mental health or both³.

These numbers tell a clear story: we are underestimating the scale and complexity of the transition to motherhood. And we are under-resourcing women through it.

That’s where maternity coaching steps in—and why it’s far more than a “nice to have.”

Maternity Coaching: A Lifeline, Not a Luxury

Maternity coaching provides structured, professional support before, during, and after parental leave. It holds space for the emotional, identity, and logistical challenges of becoming a parent while managing a career.

Common coaching themes include:

• Planning for leave and managing handovers

• Navigating identity shifts and loss of confidence

• Returning to work and re-establishing role clarity

• Rebalancing domestic responsibilities

• Reconnecting with ambition and long-term goals

But coaching isn’t just about performance—it’s also about wellbeing. And that brings us to something that still isn’t talked about enough: maternal mental health.

From Baby Blues to Burnout: The Full Spectrum

In my article for Maternal Mental Health Week, I reflected on how easily new mums downplay how they’re feeling.

The six-week postnatal check isn’t enough. Many mothers never say out loud that they’re not okay. Postnatal depression, anxiety, rage, or the long tail of sleep deprivation can linger well beyond maternity leave—and often bubble up again during the return to work.

That’s the missing link: Maternal mental health doesn’t stop when maternity leave ends. For many women, returning to work—often exhausted and unsure of themselves—is just as vulnerable a period. And yet, the expectation to “bounce back” is enormous.

Coaching can’t replace clinical care, but it plays a vital complementary role. It provides space to process the emotional load, build confidence, and plan realistically. And for many, it’s the first time they’ve been asked: “How are you really doing?”

For Women With ADHD, the Challenge Is Even Greater

As someone with ADHD, I know how difficult it is to manage the chaos of early motherhood. Executive dysfunction, mental load, and disrupted routines can overwhelm even the most high-functioning professionals. When structure disappears, so can confidence.

For neurodivergent mothers, maternity coaching provides scaffolding. It helps build systems, protect energy, and move forward with clarity—even when everything feels uncertain.

What Happens Without Support?

In coaching sessions, I often ask: “What would be the impact of not preparing before maternity leave or return?”

The answers are sobering:

• Loss of identity

• Lack of confidence

• Conflict at work or home

• Anxiety over visibility and career progression

• The silent question: “Can I still be the ambitious person I was now that I’m also a parent?”

The coaching process brings clarity, strategy, and self-compassion. It helps new parents stay anchored to what matters most, even when the external world is shifting.

A Thought for Organisations

If you’re serious about retention, inclusion, and wellbeing, start here. Maternity coaching isn’t a “perk.” It’s a strategic, inclusive intervention that helps people return to work stronger, not smaller.

Support doesn’t have to mean fixing every problem. Sometimes it just means saying, “We see you. And we’re with you.”

A Thought for You, If You’re a Working Parent

Here’s a prompt I often use with clients: “What do you want life to look like in five years and what needs to happen now to make that future possible?”

It’s easy to live in the short term when you’re exhausted. But your long-term goals, values and ambitions deserve space too.

Pause. Reflect. And know that support is out there, coaching included.

A final note: I’ve been using the brilliant maternity coaching framework developed by Frances Cushway, a comprehensive, compassionate and practical model that supports every stage of the transition to working parenthood. It’s been a powerful tool in my work, especially when combined with an ADHD lens.

If you’re curious about how this framework can support neurodivergent parents—or want to learn more about the pilot I’m currently running, you can find more details here.

Footnotes

1. Pregnant Then Screwed & HR Magazine (2024): 74,000 women lose their jobs due to pregnancy/maternity discrimination annually

2. EHRC and TUC Research: 1 in 5 women leave their job due to pregnancy and maternity discrimination

3. Working Families Annual Report (2023): 84% of women face challenges returning to work; 30% receive no employer support

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