Client Case Study

Returning from Maternity Leave During a Merger

When Alice returned from maternity leave with her first child, she stepped into a role that was already in flux. The organisation had recently merged, her role was newly created, and she was joining a fast-moving transformation programme during a period of leadership and structural change. In this case study, we discuss the support, the turning point, the impact of coaching, and much more.

A written case study – Return to work after maternity leave during a major organisational transformation

A conversation with Alice Purchese

The Challenge

When Alice returned from maternity leave with her first child, she stepped into a role that was already in flux.

The organisation had recently merged, her role was newly created, and she was joining a fast-moving transformation programme during a period of leadership and structural change.

Alongside this, she was navigating a profound personal transition, adjusting to life as a new mother while reconnecting with her professional identity.

Although motivated to return, Alice described feeling:

  • Overwhelmed and “on the back foot”
  • Lacking confidence
  • Experiencing imposter syndrome
  • Unsure how to balance competing demands at work and home

While internal HR support covered the practical aspects of her return, Alice needed something deeper: space to process the emotional and identity shift, rebuild confidence, and find clarity in how to move forward.

The Support

Alice started working with me just after her return. Initially agreed as four sessions, the work extended to eight as the value and impact became clear.

In the coaching sessions, we focused on:

  • Creating a safe, confidential environment for open reflection
  • Exploring identity shifts and emotional adjustment
  • Clarifying priorities, values, and direction
  • Rebuilding confidence and self-advocacy
  • Developing practical strategies for managing work and home life

The Turning Point

A pivotal moment came from the question “What do you need?”

For Alice, this question marked a shift. It wasn’t  something she had previously been asked, or had asked herself.

This moment allowed her to:

  • Shift focus from external expectations to her own needs
  • Release the feeling of being a burden
  • Gain clarity on what genuinely supported her
  • Begin making more intentional decisions

She described this as a significant emotional and cognitive shift, bringing renewed clarity, energy, and confidence.

“I feel in such a different headspace to when we first started working together.
It’s not just about managing the transition back to work, it’s set me up to succeed in a more sustainable way.”

Alice Purchese

Laura Duggal sitting in a chair and looking at the camera.

The Impact

  1. Rebuilt Confidence and Direction

Alice developed a stronger sense of her value and capability.

She moved from uncertainty to making confident, intentional decisions about her career.

  1. A More Sustainable Way of Working

Rather than simply “coping” with the transition, Alice created a more sustainable approach by:

  • Understanding and articulating her needs
  • Setting clearer boundaries
  • Making conscious decisions about time and energy
  1. Broader Impact on Leadership and Team Culture

The impact extended into her leadership practice as Alice began using coaching approaches with her team.

This supported:

  • Increased confidence within her team
  • Greater autonomy and clarity for individuals
  • Team members progressing into new roles and opportunities
  1. Positive Ripple Effects at Home

Alice also applied coaching tools in her personal life, including with her partner.

This helped them:

  • Clarify how they wanted to feel in work and home life
  • Make more aligned decisions together
  • Recognise progress and positive change over time
  1. Feeling Valued and Supported

Being offered coaching had a meaningful impact in itself.

Alice described feeling:

  • Valued
  • Invested in
  • Supported beyond the practicalities of returning to work

Why External Coaching Made the Difference

Alice highlighted the importance of the coaching being delivered externally.

It provided:

  • A neutral, non-judgemental space
  • Freedom from organisational dynamics
  • The ability to explore deeper emotional and identity-based themes

While internal support remained important, the external coaching created the psychological safety needed for honest reflection and meaningful change.

Client Reflection

“I feel in such a different headspace to when we first started working together.
It’s not just about managing the transition back to work, it’s set me up to succeed in a more sustainable way.”

“Having the time and space to really focus on what I need, not just what I am to everybody else, was incredibly important.”

Key Takeaway

Returning to work after maternity leave is not simply a logistical transition, it is a significant identity shift.

With the right support, individuals can move beyond simply coping to:

  • Rebuilding confidence
  • Gaining clarity
  • Creating sustainable ways of working
  • Thriving both professionally and personally

Interested in Supporting Your Returning Employees?

If you’re an organisation looking to better support employees returning from parental leave, or an individual considering coaching, I’d love to hear from you.

Clients say…

“If your employees feel supported, valued, and listened to, you’ve got engagement. And with engaged employees, you’ve got profitability with your customers and happy customers.”

Heather Messenger, Senior HR Business Partner, Arval UK

“It’s our role within HR, and as a business, to educate and inform our people managers on how best to support people when they go on parental leave; how dynamics could change, and what we can do best to support them to return really successfully.”

Heather Messenger, Senior HR Business Partner, Arval UK

“ Laura helped me find confidence and direction during my return to work after maternity leave. She helped me develop simple daily practices that make my workload feel manageable. The tools she shared have changed how I manage stress and plan my days. Her warm, thoughtful coaching helped me manage overwhelm, understand my emotions, and reconnect with my strengths. Every session was more valuable than I ever expected.”

Rose, Product Manager

“The juggle is real. As a working parent there is guilt everywhere you look… what coaching has allowed our working parents to do is work through their experiences so that they can bring their best selves to being a parent and they can also bring their best selves to the workplace.”

Danni Buxton, HR Director, Cherry, Partner Organisation

“One of the best decisions I made while I was pregnant was to invest in some coaching with the wonderful Laura Duggal, a Parental Return to Work Coach who has been instrumental in helping me figure out what I want work to look like going forward. Our sessions have given me the headspace and (self) permission to establish the best path forwards, and shed some of the mum guilt I’ve felt.”

Ginny Radmall, Director, The Ivy Way

Make their return a success with your FREE parental return to work checklist

Returning to work after parental leave is a significant transition, not just for the employee but also for their manager and team.

As someone overseeing their return, you play a crucial role in ensuring this process is thoughtful, supportive, and positive.

This checklist is designed to help you navigate the key steps before, during, and after your employee’s return to work, allowing them to reintegrate with confidence and clarity.