Returning to work after parental leave can be a stressful experience. Not only is there a new member in the family, but you might feel like a newcomer to a team you once knew well. 85% of mothers leave the workforce within three years of having a child. One of the main reasons cited is a lack of workplace support. In the US, only 27% of women have access to paid maternity leave, leading many to take shorter leaves to protect their jobs. In fact, multiple surveys show that 75% of women in senior roles return to work in under six months. There are some success stories out there, and I interviewed some amazing people who have made it work for them in fintech. If you or someone on your team is planning a return to work, fintech experts share their insights and strategies to make the transition smoother.
Skills and Empathy
Barbora Juhaszova is global product marketing at SAP Fioneer. She calls for maternity leave to be handled with more empathy in the workplace. You shouldn’t be made to feel that you are “leaving your responsibilities behind” or that you are not “fully part of the team.” She acknowledges that companies are making progress in raising awareness. She also believes that concrete actions are still lacking. Juhaszova encourages shared parental leave and transparent parental leave packages. She says companies should pay “personal attention” to the specific needs of that person, stating their needs are “fluid and will change too.” Thinking about what support you need and verbalising it will help the return.
When planning for that, it is essential to remember Karine’s thoughts on new skills gained. Karine Martinez, Head of Sales at Edenred Payment Solutions, has successfully navigated a career change and a nine-year break from work. She says you should reframe a career break, whether it was taken for education, a career switch, health reasons, or personal matters. “A break is a strength, not a failure,” highlighting that it is a part of who you are and the experience you bring to any role. Karine urges hiring managers to respect these breaks and recognize the value beyond skills acquired at a desk. She encourages new parents to identify the new skills they have gained during this time.
Schedules and Support
As companies increasingly return to full-time office work, the topic of flexible working remains a key issue. Stephanie Carr, an enterprise architect at NatWest, advocates for a complete overhaul of daycare costs and increased government support. She describes the current daycare system as “a model that clearly doesn’t work,” noting that it fails to support women who want to pursue a career. Although she was “lucky enough” to afford full-time daycare, Stephanie questions how other women can return to work without that financial ability. Her advice to new families is to build a strong support network to help care for both the baby and the family’s needs. She emphasizes, “You should still have the choice to have a career and a family.”
Diana Paredes, CEO of Suade Labs, also highlighted the benefits of flexible working for new mothers. Reflecting on her own experience, she described her maternity leave as “wonderful” because, as CEO, she had the freedom to shape her schedule. She continued to grow her business while having her baby and a nanny with her at the office. Diana shared that she didn’t anticipate how intensely she would miss her baby when apart. She promotes the importance and benefits of workplace-sponsored crèches. For her, being able to integrate work and motherhood was crucial. With her company acting as her “village,” she received the support she needed to balance both roles.
Margaret is another excellent example of a person who management and the wider team played a pivotal role in supporting. Margaret Gabriel, Head of Talent at CoinFund, shared her experience navigating a new job while pregnant. During the interview process, she called her potential new boss to disclose her pregnancy, wanting to be transparent. In response, her future boss expressed excitement, celebrated her news, and reassured her that the role would still progress. This reaction confirmed for Margaret that the company had strong values and a supportive culture. After returning to work four months later, she appreciated the understanding and flexibility shown by her team. This fostered a “shared sense of camaraderie” at the firm. She said, “It takes courage and vulnerability to talk about the reality of pregnancy and parenting while working” and a culture that encourages that will reap the benefits. As a talent expert, she advises companies to adopt this long-term approach towards their employees, even in early-stage industries like startups. Investing in people, rather than just focusing on short-term considerations, can bring substantial benefits for the business. Loyal employees often become critical contributors to the company’s success.
Promotions and Staggered Returns
Another success story is Layla’s. Layla White experienced backing from her managers during both of her returns to work after maternity leave. In both cases, she was promoted upon her return. She expressed her desire to balance a career with raising her family and credits her managers’ flexibility and support for making that possible. Now the CEO and founder of TechPassport, Layla is a strong advocate for staggered returns to work. She spoke about the challenges of managing a young family while “contributing to the company.” In the right environments with the correct set up, she felt “valued and empowered to succeed.”
Karen Rudich, CEO and founder of ELEMENTARYb, wants more recognition of parental responsibilities for the entire family. She pointed out that “organizations often forget that men also want to be involved.” She believes that parental leave policies should reflect that. Karen advocates for company cultures that encourage parents to attend events like “school plays” while still pursuing their careers. By creating a supportive environment for returning parents, companies can benefit from their talent and contributions. She also suggests that organizations can be flexible by offering “part-time return programs or staggered returns” to ease the transition.
Christian Zeiler-Muñiz is the Vice President of International at Luno. He describes his parental leave experience as “one of the most formative and enriching experiences of my life.” During this time, he became the primary caregiver for his child and gained valuable insights into parenting, the needs of babies, and his own personal growth. He learnt about the challenges faced by new parents in the workplace. Before taking his leave, Christian felt guilty about leaving his responsibilities at work, worried that there wouldn’t be someone to take over his duties. He initially struggled with this guilt but eventually realized he had “the luxury of choice.” This realization opened his eyes to the pressure on birthing parents to remain available. As a passionate advocate for equity, Christian emphasizes the importance of “breaking the bias.” By taking parental leave himself, he has set a positive example for others who may feel uncertain about balancing their careers and family responsibilities.
I have many more examples of how we can improve the transition back to work after a break. Supporting someone returning to work after the arrival of a new family member is a deeply personal journey. Taking the time to reflect on how this experience affects you, your partner, your family, your team, and your boss can help us all become better allies to one another. With more businesses making this a priority, more people will be able to thrive at work.
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