The return to work after maternity leave | An interview with Hayley Hubble

Chelsey:
Hi Hayley, thank you for joining me today on this video call. It’ll be great to chat with you about the work you do and how it relates to our students and their career-changing journey. To start with, could you share a little about your own journey and what inspired you to start coaching women returning to work after having a baby?

Hayley Hubble:
Thank you for having me and inviting me on here. Shall I introduce myself and what I do first?

So, as Chelsey said, I’m Hayley, founder and owner of Coach and Consult with Hayley Hubble. It's the longest title ever—I’m actually in the process of rebranding because it’s too long to say!

I support individuals and companies with return-to-work and career transitions. A huge part of what I do is supporting parents, especially mums, who often need the most support when returning to work. This could be returning to a specific role after maternity leave, navigating redundancy during maternity (which is happening a lot at the moment—there’s a big grey area there), or re-entering the workforce after a longer career break. Any stage of that journey can be daunting, and people often need extra guidance.

So, what led me to set this up? My background is in recruitment—I’ve got about 16 years of experience. That naturally ties in with my coaching, as I can offer the practical side too. I help with things like getting professional documentation in order, job-hunting strategies, and making connections. That’s always been my background.

Then I had my son.

He’s nearly five now—he started school in September, which has gone so quickly. I had him in 2020, during COVID, which came with its own challenges, as so many people will relate to. Becoming a parent is already a huge adjustment.

Chelsey:
Yeah.

Hayley Hubble:
That time gave me a lot of space to reflect. I had a year off, and I remember starting to panic about going back to work six months in. I felt like I had completely changed overnight. I wasn’t sure what I wanted to do anymore or even who I was. My confidence had taken a huge hit.

I invested in coaching for myself, and it was a game-changer. It helped me have really meaningful conversations with my employer about what I wanted and needed. It shifted my mindset and gave me clarity about what was next. Going back to work became much easier. In fact, because I’d invested so much in myself, my company then invested in coaching for me too.

I was back for about a year, got promoted, and had a successful career—but I had an epiphany. I realised I didn’t want to do it anymore. I wanted to help other people, particularly mums in my position, get back to where they wanted to be.

I honestly set up my company overnight, handed in my notice, and the rest is history! It’s been running for just over two years now, and it comes from a place of passion and experience. I know exactly how it feels, and that’s what brought me here today.

Chelsey:
That’s so important, isn’t it? Having that personal connection and knowing that you’ve been through it too must really resonate with the people you work with.

Hayley Hubble:
Definitely. Everything I coach, I’ve had personal experience with. That brings a deeper level of empathy and understanding, as well as expertise and guidance. When someone says, "I promise it does get better, and here’s how we’ll get there," it’s reassuring. Personal experience really makes a difference.

Chelsey:
Absolutely. From your experience, what are some of the biggest challenges women face when trying to re-enter the workforce, particularly in tech?

Hayley Hubble:
In tech, one of the biggest doubts is: I’ve forgotten everything.

Depending on the role, tech moves fast. People worry that everything has progressed while they’ve stood still. Change is constant, but it’s never as overwhelming as it seems. Many people go back to work and realise that not much has changed at all—it’s them that have changed. Their world has shifted, their perspective is different, and that makes returning feel more daunting.

The biggest challenges are:

1. Confidence and self-belief – People doubt their skills and feel they’re out of date. There’s also the very real effect of "baby brain." Not having used those skills for months—or years—can make you feel rusty.
2. Imposter syndrome – Many women think, "I don’t know if I can do this anymore. I don’t know what my skill set is. Am I still capable?"
3. Identity shift – You’re trying to be the person you were before, but you’re not that person anymore. And that’s okay! Once you realise that and embrace it, you start to see that you’ve actually gained so many skills through parenthood—organisation, problem-solving, resilience. Those are valuable in the workplace.
4. Work-life balance worries – Juggling parenthood and work is a big concern, whether you have one child or multiple. It’s about figuring out what works for you and having honest conversations with your employer about flexibility.

I actually don’t like the phrase work-life balance because it implies everything should be equal all the time. Some days, you’ll be the best mum in the world. Other days, you’ll be smashing it at work. And that’s fine! It fluctuates, and accepting that makes it easier to manage.

Chelsey:
That’s so inspiring. I think people assume work-life balance has to be perfectly even, but you’re right—it’s different every day.

You touched on confidence and imposter syndrome. I come across that a lot in my role as a Career Services Consultant. What advice do you give to mums who doubt their skills or feel like they’ve been out of the game for too long?

Hayley Hubble:
I like to keep it simple.

1. Reflect on your skills – Take time to write down all your skills, attributes, and strengths. Grab a coffee (or a glass of wine!) and allow yourself space to realise how much you have to offer.
2. Seek outside perspective – Ask friends, family, or colleagues what they think your strengths are. It’s amazing how much validation and confidence that can bring.
3. Use affirmations (if they work for you) – Some people love them, some don’t. But if you do, start saying things like, "I am capable," "I am good at my job," "I bring value." The more you say it, the more you believe it.
4. Trust yourself – You do know what you’re doing. Think back to other times you doubted yourself and how you overcame it. You’ve done it before, and you’ll do it again.

Chelsey:
That’s such good advice. Sometimes we forget how valuable soft skills are because they become second nature.

From a more technical perspective, many women worry their skills are outdated. How can they bridge that gap and prove their value?

Hayley Hubble:
This depends on the situation.

• If you’re returning to a specific role after maternity leave, have an honest conversation with your employer. Ask if there are any refresher courses, materials, or systems you can familiarise yourself with before returning. Employers appreciate transparency, and they’re often happy to help.
• If you’re re-entering the workforce after a longer break, first get clarity on what you want to do. Jumping into upskilling without a clear direction is overwhelming. Once you know your path, look at relevant courses—there are so many free ones available, including those on government websites and, of course, from Learning People!
• Look at job descriptions to see which skills are required. That helps you identify any gaps.
• Network! Speak to people in your chosen field, ask for advice, and explore training programmes. Many employers offer returner or graduate programmes that include training, making them a great way to upskill while gaining experience.

Chelsey:
That’s such great insight. There really are so many opportunities out there now.

Chelsey:
Yeah, and that mirrors a lot of the advice we give within Career Services—familiarising yourself with different job descriptions for roles that interest you, looking at the essential and desirable skills, and networking. It really does make a huge difference in the job search.

You touched on CVs and LinkedIn, and what to include, but I think some women fear that having a career break on their CV might hold them back. How can they frame that experience in a positive way during applications and interviews?

Hayley Hubble:
I’m a huge advocate for putting career breaks on your CV. I even did a post on LinkedIn about this recently, and it sparked a lot of discussion.

Put motherhood on your CV. Put career break on your CV. Don’t ignore it. So many people think, "I don’t want to showcase that—it doesn’t look good." But why doesn’t it look good? Where does that belief come from? Instead of seeing it as a disadvantage, let’s spin it into something positive.

If your break was for maternity leave, put that on your CV and include the skills you developed during that time. If it was due to redundancy, mental health, fertility treatment, bereavement, or just needing time to reflect, be honest about it. These are real-life experiences that shape who you are.

The key is to showcase what you did during that time. Have you been volunteering? Have you taken courses? Even if your time was focused on looking after your family, highlight the transferable skills that came with it. Employers value resilience, adaptability, time management, and problem-solving—all things parents do every day.

If your career break gave you clarity on your next step, say that too. It shows employers that you’re serious and intentional about your next move.

Chelsey:
Yeah, absolutely.

Hayley Hubble:
Put it on your CV, put it on your LinkedIn, and own it. Frame it in a way that highlights your skills and experiences rather than hiding them. And if you're worried about how to talk about it in an interview, that’s something I work on with people—helping them create a confident narrative.

If you try to avoid the topic, employers may question what you were doing during that time. But if you take ownership of it, they’ll respect your honesty and see the value in what you’ve gained.

Chelsey:
That’s really inspiring. In my role, I come across a lot of people who feel like they shouldn’t include career breaks, but as you say, leaving it out often raises more questions. Hearing you frame it so positively will hopefully help a lot of people.

We touched on this earlier, but work-life balance is a huge concern for mums returning to work. What are some realistic ways they can set boundaries and advocate for flexibility without feeling like they’re asking for too much?

Hayley Hubble:
First of all, flexible working legislation came into effect last April. It’s now law. There are still grey areas, of course—it’s not perfect—but it’s there for people to use.

I have a compliance-level understanding of employment law, so I always encourage people to know their rights. Knowledge is power. If you’re considering flexible working, make sure you understand both your legal rights and your company’s policies. Many people don’t even realise what their employer offers in terms of flexibility.

If you’re currently in a role and about to go on parental leave, make sure you’re aware of your options before you leave. Be your own advocate—don’t wait for someone else to tell you.

When thinking about flexible working, start by asking yourself: What do I actually need? Visualise your ideal setup—whether that’s part-time, remote work, flexible hours—before approaching your employer.

And don’t assume the answer will be no. I hear so many people say, "They won’t go for it because they’ve never done it before," or "I know someone who asked, and they said no." But things change. Policies evolve. And you don’t know until you ask.

However, you need to be clear in your request. If you just say, "I’d like more flexibility," it’s too vague. What does that mean? Employers need specifics.

Chelsey:
Yeah, that makes sense.

Hayley Hubble:
Also, prepare for pushback. If an employer says, "How will we know you’ll get all your work done?" be ready with solutions. Maybe you’ll check in at a certain time or log in for an extra half-hour in the evening. Show that you’ve thought it through.

If childcare is part of the equation, have that sorted before the conversation so you can demonstrate that everything is in place. Employers will appreciate that level of organisation.

Chelsey:
And how can people set boundaries for themselves, especially if they feel like they’re asking too much?

Hayley Hubble:
First, go back to why you’re working. What are your motivations? What are your priorities? Before setting boundaries, you need to understand them.

For example, if your priority is picking up your child from nursery at a set time, that becomes a boundary: I finish work at 4.30pm every day. Then, communicate that boundary with your employer.

Be prepared with solutions if your employer questions it. If they ask, "How will you manage your workload?" you can explain how you’ll ensure everything gets done.

Once you’ve set your boundaries, communicate them to your team. If people don’t know why you’re leaving at a certain time, they may make comments like, "Oh, she’s going early again." But if they know it’s part of your schedule, they’ll respect it.

Practical steps include:

• Blocking out key times in your diary.
• Adding your working hours to your email signature.
• Setting an out-of-office message when you're unavailable.

And remember, boundaries evolve. Reevaluate them every few months and adjust as needed.

Chelsey:
That’s great advice. As Learning People, we work a lot with career changers, particularly those moving into tech. That can feel intimidating, especially for women, as tech is still a male-dominated industry.

What would you say to a woman interested in moving into tech but who feels like she doesn’t fit the mould?

Hayley Hubble:
First, I’d ask: What is the mould? And why do you feel the need to fit into it?

I transitioned from financial services and big corporate firms into the gaming industry, which has similarities to tech. At first, I felt like an outsider, but my recruitment background helped me realise the value of bringing a different perspective into a new industry.

There are huge advantages to hiring people from varied backgrounds. If everyone on a team has the same experience, you don’t get fresh ideas. Employers need diverse perspectives.

The key is framing your experience in the right way. If you get asked in an interview, "You don’t have tech experience—why should we hire you?" be prepared with an answer. Focus on what you do bring—your transferable skills, problem-solving abilities, and fresh perspective.

Look at the job spec and match your existing skills to the requirements. You might have more relevant experience than you think.

Chelsey:
Yeah, that’s something we highlight a lot at Learning People—bringing in people from different backgrounds, industries, and experiences adds real value to teams.

Thinking from the employer’s side, what can companies do to better support women returning to work? And what should women look for in an employer to know they’ll be valued and understood?

Hayley Hubble:
Companies need clear, accessible policies on things like fertility, parental leave, return-to-work programmes, and flexible working. Policies shouldn’t just exist—they should be visible and well-communicated.

Managers also need training. So many women have had awful return-to-work conversations because their manager didn’t know how to handle it. Leaders need empathy and the right tools to support employees through transitions.

Coaching is another great investment. Some companies offer coaching from family planning through to returning to work. Providing structured support helps employees feel valued.

Culture is key. Employees should feel they can talk openly about their experiences. Companies that encourage conversations and check in with employees create better, more inclusive workplaces.

Chelsey:
That’s so valuable. Finally, if you could give one piece of advice to a mum feeling unsure about returning to work, what would it be?

Hayley Hubble:
Don’t do it alone.

Talk to friends, family, or a mentor. Trust yourself—you do know what you’re doing. You’re not the same person you were before, and that’s okay. You’re an even better version.

And remember, it’s okay not to feel okay. Returning to work is a journey, but you will figure it out.

Chelsey:
Amazing advice. Thank you so much, Hayley—this has been incredibly insightful and will inspire so many women.

Hayley Hubble:
Thank you! It’s been lovely.