Post-Event Summary - RE:UK Returners Network Relaunch

The first session of our new Returners Network brought together professionals to explore how the industry can better support people before, during and after maternity, paternity and other periods of leave.

We created the network to provide a supportive community for sharing experiences, practical advice and knowledge, while identifying ways employers can make returning to work more positive and sustainable.

Held under the Chatham House Rule, the session encouraged open discussion. This summary reflects the collective themes without attributing comments to individuals or organisations.

Navigating the return to work

Returning to work was described as a transition rather than a single moment. Discussions covered confidence, career progression, job security and adjusting to workplace changes, alongside the pressures of balancing work with childcare, commuting and other caring responsibilities.

Structured support before, during and after leave was a recurring theme. Practical approaches included protecting time for caring commitments, setting clear expectations with colleagues and managers, and greater flexibility around how and where people work.

Attendees also highlighted the importance of accessible information about leave and workplace policies, alongside coaching, mentoring and peer support. Resources discussed included The Maternity Coach, Talking Talent and Lead as You Are (LAYA).

Building a supportive workplace culture

Good policies need to be supported by workplace culture. Experiences of flexibility varied between organisations and teams, with visible role-modelling from senior leaders seen as important in helping people feel comfortable using flexible working arrangements.

The conversation also explored normalising men taking paternity and parental leave to encourage a more balanced approach to caring responsibilities.

What attendees told us

Our attendee survey reinforced these themes and helped identify priorities for the network:

• Experience of leave: 60% of respondents had previously taken leave, while 24% were currently on or returning from leave.
• Practical support: Flexible working, supportive managers and colleagues, phased returns, mentoring, coaching and buddy systems were identified as things that helped, or would have helped, people return.
• Peer connection: 70% would be interested in supporting someone preparing for or returning from leave.
• Future topics: Rebuilding confidence was requested by 68%, while flexible working and boundaries, managing workload and priorities, and rebuilding professional networks each received 60%.

Help shape what comes next

We’ll use this feedback to develop future sessions and explore ways to share practical resources and good practice. Preferences included quarterly, in-person breakfast sessions, peer networking and smaller group conversations. There is also an opportunity to involve senior leaders in future discussions.

Thank you to everyone who joined us and shared their experiences. Whether you attended or were unable to join, we’d welcome your views to help shape the network’s topics, format and future direction.

Share your views through our survey here.