Many Lawyers Returning from Maternity Leave Don’t Want a Slow Comeback, UK Survey Finds
A recent survey in the UK has shed light on the experiences of lawyers returning to work after maternity leave, revealing a striking trend. The majority of these professionals are eager to dive back into challenging roles rather than easing gradually into their jobs.
Conducted by BlueSky, a coaching and networking platform, the survey polled over 250 fee earners. While most respondents felt respected and valued by their firms before, during, and after maternity leave, the findings also exposed significant hurdles women face when reentering the workforce.
Key Insights from the Survey
One of the most notable findings was the dramatic shift in career confidence among women. Only 25% of respondents felt confident about their chances of making partner while on maternity leave. This figure rose to 32% after three months back at work and jumped to 77% after nine months.
Quality of work was another critical area of concern. Just 37% of women reported that they had returned to the standard of work they expected within the first three months of their return. This suggests that many felt their initial assignments were below par.
Access to career-enhancing opportunities also proved to be a challenge. A mere 10% of women felt very positive about such opportunities three months into their return. This figure gradually improved, reaching 15% after six months and 44% after nine months.
Work allocation was another pain point. Fewer than half of the women surveyed reported that ongoing matters were reassigned to them within the first three months of their return, indicating a potential lag in reintegrating them into critical cases.
The Impact of Hybrid Work Policies
The survey also highlighted the growing tension around hybrid work arrangements. A significant 62% of participants noted that their firms had mandated a return to more office-based work in the past year. A striking 72% of these women reported that this policy had negatively impacted them.
Dispelling Misconceptions
Hannah Bradshaw, co-founder of BlueSky and a qualified lawyer, addressed a common misconception among law firm leaders. Many assume that women returning from maternity leave prefer a gradual reintegration. In reality, most women are eager to quickly regain their professional momentum.
Bradshaw emphasized the need for firms to develop structured plans for post-return work allocation. She also called for greater support to help women regain their footing in the workplace.
Beyond the Numbers
The findings align with broader research on the challenges faced by women lawyers balancing careers and parenthood. The legal profession has long grappled with the “motherhood penalty,” where women are often perceived as less committed to their careers. This bias can lead to diminished opportunities and slower career advancement.
These challenges are not merely personal but also organizational. Law firms that fail to address these issues risk losing top talent and struggling to achieve diversity and equity goals.
Challenges in Regaining Momentum
The survey further revealed that regaining high-quality work was a significant hurdle for many women. Only 37% of respondents felt they had returned to the standard of work they expected within the first three months. This figure highlights a concerning gap between expectations and reality for women reentering the legal profession.
Work Allocation and Career Progression
Work allocation emerged as another critical issue, with fewer than half of the women surveyed reporting that ongoing matters were reassigned to them within the first three months of their return. This lack of immediate engagement with meaningful work may contribute to the initial dip in career confidence observed in the survey.
Access to career-enhancing opportunities was also a point of concern. Only 10% of women felt very positive about such opportunities three months into their return. However, this figure saw a steady improvement, reaching 15% after six months and a significant 44% after nine months. This suggests that while the initial return period is challenging, women begin to regain their footing and access to meaningful opportunities as they settle back into their roles.
Addressing the Challenges
Hannah Bradshaw, co-founder of BlueSky, emphasized the importance of law firms having a structured plan for work allocation post-maternity leave. She highlighted that women returning from maternity leave are eager to quickly regain their professional momentum and contribute meaningfully to their firms. Bradshaw also stressed the need for firms to provide additional support to help women get back up to speed, whether through mentorship, training, or flexible work arrangements.
Bradshaw’s recommendations align with the broader context of challenges faced by women lawyers with children. The legal profession has long struggled with the “motherhood penalty,” where women are often perceived as less committed to their careers. This perception can lead to biases and stereotypes that hinder career advancement and create barriers to achieving work-life balance.
These challenges are not merely personal but also organizational. Law firms that fail to address these issues risk losing top talent and struggling to achieve diversity and equity goals. By implementing structured plans for work allocation and providing adequate support, firms can help women regain confidence and momentum in their careers, ultimately benefiting both the individuals and the organizations as a whole.
Conclusion
The survey underscores the eagerness of lawyers returning from maternity leave to quickly regain their professional momentum, contrary to the common assumption that they prefer a gradual comeback. However, challenges such as subpar work quality, limited access to career-enhancing opportunities, and hybrid work policies pose significant barriers. To address these issues, law firms must implement structured plans for work allocation and provide additional support, such as mentorship and flexible work arrangements. By doing so, firms can help women regain confidence, advance their careers, and contribute meaningfully to the organization.
Ultimately, the legal profession must recognize and overcome the “motherhood penalty” to retain top talent and achieve diversity and equity goals. Firms that fail to adapt risk losing valuable employees and struggling to meet their organizational objectives.
Frequently Asked Questions
What challenges do lawyers face when returning from maternity leave?
Lawyers often face challenges such as lower quality work, limited access to career-enhancing opportunities, and hybrid work policies that negatively impact their reintegration into the workforce.
How do hybrid work policies affect lawyers returning from maternity leave?
A significant 72% of women reported that mandated returns to office-based work negatively impacted them, highlighting the need for flexible work arrangements to support their reintegration.
What support do lawyers need when returning from maternity leave?
Lawyers need structured work allocation plans, mentorship, training, and flexible work arrangements to help them regain momentum and confidence in their careers.
How can law firms help women regain career momentum?
Law firms can implement structured plans for work allocation, provide additional support through mentorship and training, and adopt flexible work policies to help women regain their professional footing.
