When asked what truly makes a difference for returning mothers, Federica didn’t hesitate: flexibility.

Whether it’s the option to reduce hours, adjust start and finish times, or leave early to pick up children, flexibility isn’t just a perk—it’s a lifeline. For many mothers, the first months back are a balancing act, and rigid schedules simply don’t fit the new reality.

“Planning your return in advance is almost impossible,” Federica explains. “What you think you’ll need before the baby arrives often changes once you’re living it.”

While policies create the structure, it’s the day-to-day culture that shapes how support is truly felt—especially for new parents. Federica shared how even small, thoughtful gestures—a handwritten card, a simple message, or a modest gift—can have a lasting impact. They don’t require big budgets; they just require intention.

“You show them that the company is there… somewhere, and you keep the door open, the dialogue open – that’s the most important thing,” she said.

When employers stay connected, celebrate milestones, and check in with care and respect, it helps new parents feel included and remembered—never forgotten or “on pause.”

Mental and emotional wellbeing also plays a major role in this transition. Some parents appreciate a gentle check-in during leave; others prefer space. The key is to ask and honor each individual’s boundaries. Offering low-barrier mental health resources—especially ones that are private and accessible on their own time—can be incredibly meaningful.

Federica also offered a practical piece of advice for the return to work: organization is everything.

“It’s impossible not to think about your baby while you’re at work,” she noted. “But it’s important to trust the people taking care of your child—whether it’s grandparents, daycare, or a babysitter. That trust helps you focus and feel grounded.”

When companies foster a culture of empathy and flexibility—one that acknowledges the full human experience of new parenthood—they send a powerful message: you matter, and we’re in this with you.

Federica pointed to some stark realities in the Swiss system: maternity leave is paid at just 80% of salary, and few companies offer a top-up. Additionally, childcare is expensive and often inaccessible, adding more pressure to returning parents.

Federica suggests that companies could step in where the system falls short, by offering:

• Childcare stipends or access to crèches
• Flexible re-entry plans
• Mental health support
• Fair compensation during leave

Even small steps can go a long way in closing the gap – and improving overall maternity leave support.

Federica raised a broader point about gender equity in the workplace. In many cases, mothers returning part-time are sidelined from leadership roles and career progression.

“Until more men take part-time roles, women will continue to bear the career cost of caregiving,” she warns.

The solution? Normalize paternity leave for fathers and flexibility for everyone—not just mothers. When part-time or flexible work is equally available to all, true equity becomes possible.

Maternity leave is more than a break from work—it’s a profound life transformation. As companies look to create more inclusive, resilient workplaces, maternity leave support isn’t just the right thing to do—it’s smart business.

If we want talented professionals to return, thrive, and lead, we must build a workplace that’s ready for the realities of parenthood, not just the policies. And if you’re looking for support, at And You we can help support your female employees and your managers working to change the workplace for the good.