The end of maternity leave can feel bittersweet. It’s often filled with a mix of excitement, worry, and uncertainty. It’s like right when you just figured out a resemblance of a routine and your baby’s needs, and now it’s time to think about returning to work. For many new moms, one of the biggest questions is: Does returning to work mean returning to the office? With companies increasingly calling employees back onsite—often under the banner of “RTO” (Return to Office)—many moms are left wondering how to navigate this transition.
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Why Are Companies Pushing for RTO?
Many organizations claim productivity, collaboration, and visibility are better in-office. But research and real-world situations often tell a different story. Despite studies showing remote workers maintain 35-40% productivity levels compared to their in-office counterparts, why the push for RTO?
Here are some underlying reasons:
- Justifying Office Space Costs: Many companies are tied to expensive real estate leases and want to maximize their investments. Empty offices mean wasted money, prompting for employees to return.
- Layoff Loopholes: RTO mandates can lead some employees to quit voluntarily, helping companies cut costs without formal layoffs or severance payouts.
- Managerial Preferences: Some executives simply prefer in-person work and are resistant to adapting management styles to fit remote or hybrid models.
- Control and Trust: For some organizations, calling employees back is about maintaining control, even if remote work has proven effective.
Challenges for Moms
For new moms, RTO can be especially challenging. Adjusting to life with a baby is a big change, and adding a commute or long days away from home can feel overwhelming. While it’s understandable that companies have operational needs, these blanket mandates often fail to consider the individual circumstances of working parents.
Tips for Navigating the Transition
If you’re facing an RTO mandate after maternity leave, here are some tips to ease the transition:
- Explore Flexible Options
- Ask your employer about hybrid schedules or staggered hours. A three-day in-office workweek or even adjusted start/end times can make a significant difference.
- Point to research, such as findings from the Third Path Institute, showing how flexible work can benefit both employers and employees.
- Prioritize Your Support System
- Set up a childcare arrangement you feel confident in, whether that’s daycare, a trusted nanny, or help from family.
- Communicate your schedule with your support network to ensure backup plans are in place for emergencies.
- Use Your Voice
- Advocate for policies that support working moms. Share resources with your HR department, like Third Path Institute’s free guides on achieving work-life balance.
- Focus on Small Wins
- If you’re worried about leaving your baby for long hours, start small. Practice with shorter time blocks away from home to ease the adjustment for both of you.
- Celebrate successes, whether it’s making it through your first day back or finding a routine that works.
- Evaluate Your Long-Term Goals
- If your job is unwilling to accommodate your needs, consider whether the role aligns with your values. Remote-first organizations and hybrid-friendly companies are growing, especially in tech fields.
In Conclusion
Transitioning back to work is never easy, but it’s also an opportunity to grow and redefine your career on your terms. Whether you’re returning to an office or negotiating remote work, remember to advocate for what works best for your family. Use these tips to ease in your transition of working away from home. Always remember, you deserve a workplace that supports your needs.
