Navigating maternity leave and returning to work

“My initial journey into maternity leave caught me off guard,” Hazel explains. “My son arrived eight weeks prematurely, thrusting me into leave without the opportunity to transition my responsibilities properly.” 

She had more time to prepare for her second child, “This time, I was all about planning and pre-empting. I wrapped up my work by the end of October, giving myself a buffer before my due date in mid-December. Tyler Grange, and Helen in particular, were incredible. They embraced my plan with open arms, showing real flexibility and understanding.” 

Hazel details the structured approach to her leave, “We’ve got this brilliant handover spreadsheet, thanks to Helen. You list down everything—projects, tasks, ongoing responsibilities. Then, you sit down with your team leader or a senior colleague to ensure a smooth transition. It’s about dotting the i’s and crossing the t’s, making sure nothing slips through the cracks.” 

Reflecting on this process, Hazel notes, “The structured handover gave me peace of mind. Knowing everything was in place, I could step away, fully focused on my family.” 

Hazel shares, “Those first six months were a trial, honestly. Everyone says going from one child to two isn’t as seismic a shift as having your first, but for me, it was tougher. Maybe it was the age gap, or perhaps because we’d also just moved into a new house—a ‘fixer-upper’ that added its own layer of chaos to our lives.” 

“The challenge of dividing my attention between two little ones who needed me in different ways—it was tough but incredibly rewarding,” Hazel explains. “Watching their sibling bond begin to form has been one of the joys. It’s still a juggling act as they get older, but those early days of navigating their needs laid the foundation for their relationship now.” 

Hazel also highlights the value of ‘keeping in touch’ (KIT) days, “Tyler Grange offers up to 10 KIT days, which you can choose to use or not. I opted to use all of them. These days were crucial for me to catch up on emails, attend training sessions and gradually reintegrate into the work environment without any obligation to report how I spent them.” 

“Even before officially returning, I was invited to internal meetings and company events, like the summer and Christmas parties,” Hazel adds. “These invitations came with no pressure to attend, yet they helped me feel connected and eased the transition back.” 

Hazel reflects on the ongoing flexibility, “This week marks the end of my phased return, and next week, I’ll start working four days a week. It’s still a trial to see if this new schedule fits our needs, but I’m reassured by Tyler Grange’s openness to adjustments. The flexibility and understanding they’ve shown, allowing me to lead the way in my return, have made all the difference.” 

Hazel’s story really shows why it’s important for employers to make things easier for mums and dads-to-be at work.  

It’s a big deal for expecting parents to feel this kind of backup. Knowing their job is supportive allows them to focus more on their family’s needs and less on work worries. Dedicated support can make a huge difference in their wellbeing, helping them to enjoy this special time in their lives with less anxiety about balancing work and family. 

Enjoyed this? We love to share personal stories from the team. Check out Chantelle Schulz’s experience as a Tyler Grange partner or what Jack Jewell says about being a mentor.