The real cost of losing senior women after maternity leave
When a senior woman leaves a business, the conversation usually focuses on replacement.
Who do we hire?
How quickly can we fill the gap?
But rarely do organisations stop and look at the full cost of what’s been lost.
Because it’s not just the recruitment fee.
The financial cost is only the starting point
Research by Oxford Economics found that it costs UK businesses over £30,000 to replace an employee.
And that’s an average across roles.
For senior positions, the true cost is significantly higher.
Not just because of salary.
But because of what those roles carry.
What actually walks out the door
When a senior woman leaves, businesses don’t just lose a role.
They lose:
- Deep organisational knowledge that can’t be easily transferred
- Leadership presence that stabilises teams
- Relationships built over years — internally and externally
- Momentum on projects and strategic decisions
- Confidence and continuity within the team
And then comes the time cost.
It can take months — often longer — for someone new to fully step into that space.
And yet, this is a predictable moment of loss
Many of these exits don’t happen randomly.
They happen in the months after maternity leave.
Not because women suddenly lose ambition or capability.
But because the transition back to work isn’t properly supported.
What that transition actually looks like
On paper, a return to work is a date.
In reality, it’s a complex transition involving:
- A shift in identity
- Increased cognitive load
- Pressure to prove themselves again
- Uncertainty around perception and progression
- A need to renegotiate boundaries and ways of working
When this isn’t recognised or supported, something starts to shift.
Confidence dips.
Energy is stretched.
Connection to the role weakens.
And over time, leaving becomes the easiest option.
This isn’t a pipeline problem
Organisations often focus on attracting more women into leadership.
But far less attention is given to what happens at one of the most critical points in their careers.
The return to work after having children.
This is where experienced, capable women are quietly lost.
And where businesses absorb the cost — financially, culturally, and strategically.
A more useful question
Instead of asking:
“How do we replace them?”
A better question is:
“What would it take to keep them?”
Because this isn’t an unpredictable challenge.
It’s a known moment.
And with the right structure and support, it’s one that can be navigated well.
If this is something you’re seeing
Whether you’re an organisation trying to retain experienced women,
or navigating this transition yourself —
This is exactly the work I do.
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