β οΈ π¬π’π¨ π§ππ’π¨πππ§ π¬π’π¨ πͺππππ’π ππ πππ₯ ππππ.
π¦ππ ππππ§ ππππ π¦ππ πͺππ¦ ππ‘ π§ππ πͺππ¬.
(And the legal risk doesnβt show up until she leaves - or challenges it.)
You followed the policy.
Her leave was covered.
Her job was β
kept open.β
You even sent flowers.
But when she came backβ³ She wasnβt copied into the big decisions
β³ Her key clients had been reassigned
β³ Her manager assumed βshe probably wants less responsibility nowβ
No formal handover.
No clear expectation reset.
No reboarding strategy.
Just a silent downgrade dressed up as flexibility.
Under UK law, women must return to the same job after maternity leave
unless itβs not reasonably practicable, in which case a suitable alternative must be offered on no less favourable terms.
But if her return is handled without:β³ Consultation
β³ Dialogue
β³ Review
β³ Any real human strategy
Then itβs not a role change.
Itβs a removal.
This happened to me.
And not for the first time.
No - Iβm not talking about the discrimination I suffered during my miscarriage.
Iβm talking about what happened many years after that, at the hand of a different employer.
This time, it was pregnancy again.
Different situation. Same outcome.
I was offered a promotion to HR Director.
Then I shared I was pregnant.
The offer was
βpaused.βWhile on maternity leave, the company went into insolvency.
I was made redundant.
No meeting. No call. No process.
This time, it was by leaders who thought they were doing everything right.
Thatβs why I talk about womenβs workplace rights - for men (and women).
Because if you donβt understand the issue, you become the issueβeven if you donβt mean to.
So hereβs the question:Could you say with confidence:β³ βWe didnβt just follow policyβwe led with purposeβ?
β³ βWe helped her reclaim her role, not reapply for itβ?
β³ βWe built her back into the business, instead of working around herβ?
Because if the answer is noβ¦
Your greatest risk isnβt just legal.
Itβs cultural.
Itβs retention.
Itβs everything.
Hereβs what I implement for clients:β³ Legally sound re-onboarding plans that go beyond paperwork
β³ Leadership coaching that prevents silent exclusion
β³ Performance alignment with flexibility - not sidelining
β³ Trust-driven communication that keeps women engaged - not edged out
And the outcome?βοΈ Women return with clarity
βοΈ Leaders lead with confidence
βοΈ And your workplace becomes safer for everyone
As your all-inclusive HR department for less than minimum wage
I donβt just tick boxes.
I show you how to lead women back without pushing them out.
If your policy says the job is open - but she comes back to confusion and silence,
was it ever really open at all?
https://lnkd.in/eSXgRSX5β»οΈ REPOST to help your network lead women back with intention
βΆοΈ Follow Tina S. Rahman for trauma-aware, women-wise HR and leadership
