Returning to Work After Maternity Leave: The Emotions Women Don’t Talk About
Returning to work after maternity leave is not only about adjusting, it’s about reorganising. A week back, I’m still exhausted with anxiety; in turn, many teachers say my professional development should be better prepared, and my anxiety must be lifted. For many women, this phase is fraught with excitement, uncertainty, guilt, relief, but even sometimes grief. The world looks for a smooth comeback. But in reality? It’s a highly complex journey that touches mental health, work performance, relationships on the job, and overall satisfaction. And that is precisely why this matter is so important. When companies talk about inclusion and retention, it’s right here that you begin.
Recognising the challenges returning mothers face is not a “soft issue” but is directly involved in how talent remains, team cultures are and organisational evolution. Because let’s face it: going back to work after maternity leave is about more than logistics. It’s an emotional journey.
The Emotional Landscape of Going Back to Work
And every mother goes through this journey differently. But in geographies, cultures, and especially in Indian households, where family expectations hold a special significance, some emotions are universal.
Let’s decode them.
- Anxiety and Uncertainty
That starts so early, long before Day 1. Mothers often spend weeks figuring out how they’ll juggle feeds, childcare, commute, deadlines and sleep. There’s this underlying unease about getting judged for leaving early, turning down late meetings, or taking a break to pump. Also, many are afraid to be seen as “less committed” or “not the same anymore.” Uncertainty in the workplace compounds the problem. Has the team changed? Has my role evolved? Will I still be relevant? This preemptive preoccupation makes an emotional burden of the transition.
- Guilt and Conflict
Maybe the greatest emotion of all. Mothers feel guilty when they leave their baby, even if the baby is trusted. This guilt accompanies the wish to reclaim the professional identity they possess. The tension between “I should be with my baby” and “I worked hard to build this career” can be difficult. Working Indian mothers often feel the added burden of societal expectations:
“You just had a baby; don’t stress yourself.”
“Is it necessary to go back so soon?”
This external judgment intensifies the internal tug-of-war.
- Identity or Confidence Loss
Motherhood changes a woman in ways that society cannot see. With sleepless nights, her hormones shifting and round-the-clock caregiving, many women feel detached from their professional selves. Common thoughts include:
“I feel out of practice.”
“What if I can’t keep up?”
“Do I still belong in this role?”
Skill gaps, real or virtual, heighten self-doubt. And when the professional identity feels threatened, confidence naturally falls.
- Excitement and Anticipation
But it’s not all heavy. Many mothers are genuinely excited to return to the workplace:
- Reconnecting with colleagues.
- Having adult conversations.
- Dressing up again.
- Feeling productive.
- Reclaiming independence.
Returning to something familiar gives a good time. There is hope in the new beginnings of the pre-motherhood self. And a feeling of pride in getting balance (even if it’s imperfect). It’s a good, bad mix of good and bad emotions that makes it so human.
Workplace Issues Faced
The emotional turbulence is just part of the story. The workplace itself introduces new challenges, some obvious, others abstract.
- Adjusting to New Routines
Returning mothers usually have to reorient their entire life:
- New schedules.
- Pumping or expressing milk.
- Leaving on time.
- Coordinating childcare pickups.
- Interrupted sleep.
But it takes time to transition from a baby-first ecosystem into a deadline-focused work space. Many mothers think they’re “failing at both ends,” when actually, they are doing double the work with just half as much energy.
- Changes in Team Dynamics
In fast-paced corporations, teams are always evolving. And new hires come on the job, processes change, roles get redefined. Returning mothers may feel like an outsider in their own teams. They might have missed important decisions or bonding opportunities that happen internally. Reintegrating takes time, effort, from the mother and the team.
- Absence of Defined Support Mechanisms
Not all firms in India provide structured routes back into work.
Challenges include:
- No flexible work options.
- Limited remote work.
- Rigid hours.
- Lack of lactation rooms.
- No support for phased return.
- Absence of childcare tie-ups.
Even well-meaning organisations may lack policies that consider the emotional and physical needs of returning mothers.
- Managing Expectations
Mothers worry frequently about disappointing managers and co-workers. At the very least, they fear being viewed as slow, distracted or unavailable. At the same time, managers may unintentionally impose an unrealistic set of expectations. The result? Stress, burnout and emotional exhaustion.
How to Deal with These Emotions
There’s no ideal way to go back. But practical, compassionate strategies make things easier.
- Plan Ahead
A phased mental and logistical preparation is effective:
- Make small changes to routines a few days before returning.
- Share expectations and workload with your manager.
- Revise current projects for a few minutes.
- Build habits into your life slowly, checking emails, planning your day out, scheduling things.
- Preparation provides predictability, which reduces anxiety.
- Seek Support. No mother should have to deal with this alone.
Look for:
- Mentorship from women who have come back before you.
- Peer support groups (online or other in-workplace)
- HR teams offering advice as to the flexible support structures a company should offer.
- People who work at a company can offer tips on how one might use such systems.
The words “I went through this too, and it gets better” can be very comforting to listen to.
- Set Boundaries and Prioritise
Many returning mothers will compensate in some degree of guilt. But to go further leads to burnout. It’s important to:
- Establish realistic working hours.
- Turn down unnecessary assignments.
- Schedule your day not on guilt but energy.
- Give yourself the priority of work that has a lot of real value.
Boundaries are protective for our mental and physical health.
- Practice Self-Compassion
This shift represents one of the largest emotional resets of a woman’s life. Be patient with yourself. Some of the days will feel manageable. Some days will feel chaotic. Both are normal. Celebrate tiny wins: the very first day you finish on time, a meeting on schedule, that initial week that feels balanced. Self-compassion isn’t indulgence; it is strength.
- Explore Flexible Work Options
If your organisation can accommodate it, you might be encouraged to:
- Remote work.
- Part-time options.
- Hybrid models.
- Staggered timings.
- Phased return.
Communicate early with your manager. Even today the workplaces are much more flexible than before, particularly within Indian tech teams and the GCCs, where the context of outcome-based work has changed.
- Focus on Long-Term Goals
Career identity doesn’t evaporate, but it pauses. Returning mothers can:
- Bring back their long-term goals.
- Identify new interests.
- Plan upskilling journeys.
- Participate in projects that prepare for future positions.
A temporary slowdown does not define a career. It is made up of resilience, and returning mothers are full of it.
Employers’ Contribution to Supporting Returning Mothers
A conducive workplace can turn the return to work experience into that of empowerment. Key actions include:
- Family-friendly Policies: They can be a world of difference and this is a wide-ranging area, through flexible options such as remote work, staggered hours and shorter weeks.
- Reintegration Programs: Structured return-to-work programs assist employees in returning without pressure.
- Re-skilling and Training: New skill sessions keep returning mothers up to date and confident.
- Empathy-Driven Culture: Managers who implement empathy for those they lead build trust, ease guilt, create loyalty and help lower feelings of guilt.
- On-site or Partnered Childcare: Even in the case of tie-ups with daycare centres, which carry a great deal of emotional weight.
Retention increases, engagement improves, and the culture strengthens when organisations support returning mothers.
How Does SheWork Pitch in for the Women Who Want to Return to Work?
SheWork recognizes that returning to work is a personal milestone, you know. Our platform is created to create a stronger, smoother, and more confident transition. Here’s how:
- Opportunities curated for the returnee: We match women to flexible, inclusive roles in tech and non-tech spaces. Collaborate with companies like SheWork, which are looking for a diverse workforce ready for return.
- Skill-building, Workshops & Webinars: Women can come in for sessions on leadership, tech upskilling, productivity, and career transition.
- Mentorship & Guidance: Returning mothers are helped by industry leaders through confidence boosting, goal setting, and reintegrating professionals.
- Community Support: Our community empowers women to:
- share stories.
- learn from others.
- gain reassurance.
- find peers who understand their emotional journey.
Career Alignment Programs: From career planning to profile building, SheWork is dedicated to ensuring women are re-entering the workforce better than before.
A maternity break is not a setback, it is a transformation. SheWork helps women rework and return to work with clarity, support and refreshed ambition.
It’s a very emotional experience for women to get back to work post-motherhood and there’s no easy way to feel well again when we’re not fully comfortable. Guilt, anxiety, excitement, identity shifts, and moments of triumph. With coping mechanisms for the right methods and a workplace that comprehends the emotional reality, women will do so with confidence. To every mother returning to work:
You are not alone. Your emotions are valid. And your professional identity belongs to you to claim.