{"id":7375,"date":"2026-06-25T11:39:39","date_gmt":"2026-06-25T11:39:39","guid":{"rendered":"https:\/\/www.jbrecruitment.co.uk\/?p=7375"},"modified":"2026-06-25T11:39:39","modified_gmt":"2026-06-25T11:39:39","slug":"what-returning-to-work-after-maternity-leave-really-looks-like-one-marketing-directors-story","status":"publish","type":"post","link":"https:\/\/www.jbrecruitment.co.uk\/what-returning-to-work-after-maternity-leave-really-looks-like-one-marketing-directors-story\/","title":{"rendered":"What Returning to Work After Maternity Leave Really Looks Like: One Marketing Director’s Story"},"content":{"rendered":"

\u201cBefore I had a baby, I thought, I\u2019m going to have my baby, I\u2019m going to have maternity leave, I\u2019m going to have so much time, and then I\u2019m just going to go straight back to work, but it\u2019s just not as easy as that at all.\u201d<\/em><\/p>\n

Onika Akhtar Khalid has built an impressive career in B2B events, having worked her way up from a marketing executive to a marketing director in just seven years. Onika has always considered herself as career-driven, and when in conversation with us at Jackson Barnes, spoke warmly about her love for the industry.<\/p>\n

During her time as a marketing director, Onika made the decision to start a family, and although she knew she would have to take time away from her role, she already had what she believed to be a \u2018direct\u2019 plan in place.<\/p>\n

Speaking to Onika dismantled the myth of the smooth return and unveiled the oversimplified understanding of maternity leave that many people hold: returning to work after maternity leave is not an easy-to-predict process.<\/p>\n

For Onika, realising that the plan she initially had in place didn\u2019t translate to her real experience was a reality check:<\/p>\n

\u201cEverything just shifts when you have a baby, and getting back to work isn\u2019t straightforward at all, and sometimes it\u2019s just not doable. I feel like I had no choice but to leave my job at the time.\u201d<\/em><\/p>\n

After having her baby, Onika found herself at an unexpected crossroads. With this admission, Onika laid bare a difficult reality faced by many mothers returning to the workforce: a choice that feels simultaneously unavoidable and unfair, between the career they have worked hard to build and time with a child who still depends on them entirely.<\/p>\n

The decision Onika made to leave her role was not made lightly, and was in fact influenced by some complex logistics. Onika opened up about how her postpartum experience impacted her choice:<\/p>\n

\u201cI had quite a tough time during postpartum. Nothing serious, but I definitely had a lot of postpartum anxiety after giving birth to my daughter, which just made it that bit more difficult to leave her.\u201d<\/em><\/p>\n

According to the National Institute of Health and Care Excellence, in the first year after birth, around 15 to 20% of women experience depression and anxiety, yet they are likely to be under-recognised during pregnancy and postnatally.<\/p>\n

Along with these statistics, Onika\u2019s own experience highlights a disconnect between the reality of being postpartum and people\u2019s understanding of it. Not only do women have to adjust to motherhood and factor it into their career, but they may also be dealing with anxiety and depression, which ultimately makes the idea of leaving their child and returning to work an even heavier path to pursue.<\/p>\n

It is worth noting that every mother\u2019s experience of this period looks different, and there is no single right way to navigate early parenthood. What matters is that the structures around returning to work are flexible enough to reflect that.<\/p>\n

Beyond the emotional weight of postpartum, there were also practical realities Onika had not anticipated:<\/p>\n

\u201cYou still have to go through sleepless nights, teething, toilet training. So there\u2019s just so much to think about before you\u2019ve even thought about how you\u2019re going to re-enter the workforce.\u201d<\/em><\/p>\n

Onika\u2019s new reality contrasts hugely with her initial expectations. Rather than seamlessly transitioning back into her career, she instead faced a huge life change accompanied by various factors she had not previously considered. Not only did Onika have to consider the wellbeing and development of her child, but she also had to think about her own. Along with her postpartum anxiety, Onika has faced sleepless nights:<\/p>\n

\u201cI\u2019ve not slept through the night in two years, and that affects your memory, it affects your brain, it affects how you\u2019re waking up in the mornings.\u201d<\/em><\/p>\n

As Onika shared her experience, what became clear was that there is a real disconnect between the idea of returning from maternity leave and the reality of it. The journey is not being treated with enough nuance, and although there are good maternity leave structures in place across the industry, they do not fully take into account that having a child is not something a woman can \u2018return\u2019 from; rather, it is something that they need the ability to undertake both alongside and outside of work.<\/p>\n

Onika\u2019s decision was naturally followed by uncertainty, particularly as she had worked so hard to progress to her marketing director position. Having spent years immersed in the ever-evolving B2B events space, stepping away for maternity leave inevitably raised some questions for her:<\/p>\n

\u201cI\u2019ll probably have to start from the bottom again, or I\u2019d have to take a few steps back, or my skill set might not be relevant anymore.\u201d<\/em><\/p>\n

These are concerns shared by many women returning to work after maternity leave, and they are not unfounded. The industry is one defined by change and innovation, and with the rapid growth of technology over the past few years, there was real validity behind Onika\u2019s apprehension. Rather than viewing this as a barrier, however, it presents an opportunity for employers to step in and bridge that gap, whether through structured onboarding, mentorship, or simply having an open conversation about where a returning employee feels they need support.<\/p>\n

There is no denying that the B2B events space has its demands, and Onika is no stranger to these:<\/p>\n

\u201cBefore I had my baby, if emails were coming in during the event season on the weekends, or if I had to travel somewhere, that was all part of the job. Whereas now, it\u2019s going back to work and having to think, okay, my manager\u2019s emailing me at 8pm, but I\u2019ve got to put my child to bed.\u201d<\/em><\/p>\n

As explained by Onika, working outside of her hours, travelling, and working on the weekends were all things she was happy to undertake. The industry is a dynamic space and comes with its challenges, but Onika loved her role and embraced them head-on. Returning to work does not change that dedication; it simply means that the shape of it may look a little different.<\/p>\n

Although she still possesses this drive, she can no longer show up at the drop of a hat. With a young child, stability and routine are variables that Onika had come to prioritise. For employers willing to accommodate this, the reward is a motivated, experienced professional who brings not only her skills, but a sharpened perspective on balance, prioritisation and resilience.<\/p>\n

What became increasingly obvious was the opportunity the market is currently missing. The demand for flexible, senior-level roles among women returning from maternity leave is significant, and yet the supply remains limited. For employers in the B2B events space willing to think differently, this represents an untapped pool of experienced, motivated talent.<\/p>\n

Onika shared with us the reality she encountered in her job-search journey:<\/p>\n

\u201cIt was very, very difficult to find a part-time position at this kind of level of seniority. And then you don\u2019t really want to take five steps back in your career either.\u201d<\/em><\/p>\n

The scarcity of senior part-time roles means that experienced professionals like Onika are either forced to accept positions they are overqualified for, or remain out of the workforce for longer than they would choose to. Neither outcome benefits the industry. Employers who are willing to offer flexibility at a senior level are not making a concession; they are making a smart hire.<\/p>\n

Onika also reflected on the dilemma she faced when updating her CV: \u201cI genuinely thought that me having that [maternity leave] on my CV was going to be a step back, was going to make me look undesirable as a candidate, which was really sad.\u201d<\/p>\n

This speaks to a broader misconception that time away from the workforce equates to a loss of capability. A career break to raise a family is not a gap in someone\u2019s professional story; it is simply part of it.<\/p>\n

Onika was keen to emphasise that no two experiences of returning to work are the same:<\/p>\n

\u201cYou\u2019re going to have some people that are really excited and ready to go back to work, and then you\u2019ll have some people who need a bit of adjustment, and then you have some people who go through a lot more. And the thing is, it\u2019s biology. It\u2019s hormones. Your body is still recovering.\u201d<\/em><\/p>\n

Returning to work after maternity leave is not a cut and dried process, and treating it as such does a disservice to both the employee and the employer. The most productive approach is one built on honest conversation, realistic expectation-setting and a genuine willingness to flex.<\/p>\n

After a tough job-searching journey that required persistence and resilience from Onika, with the help of Jackson Barnes, she has found a role that allows her to remain present for her child while also retaining her previously gained skills and experience:<\/p>\n

\u201cI\u2019ve got a role that I start next week, and it\u2019s fully remote, which is perfect, and it\u2019s three days a week, which is what I wanted.\u201d<\/em><\/p>\n

What made this role the perfect opportunity for Onika was not only its remoteness, but the company\u2019s willingness to have open conversations surrounding Onika\u2019s reshaped career goals:<\/p>\n

\u201cI\u2019ve been able to have very honest, open conversations with the company about what I want, and why I\u2019m looking to go back into work now, and what\u2019s important to me, and not shying away from that either.\u201d<\/em><\/p>\n

This is a model worth noting. The company did not lower its expectations of Onika; it simply adjusted the framework around which those expectations were set. The result is a senior professional who feels valued, supported and motivated from day one.<\/p>\n

There is no mistaking that conversations around maternity leave and motherhood\u2019s place in the industry can be confronting and uncomfortable, but being able to have them openly, and showing a desire to truly listen to and make space for women\u2019s concerns and goals surrounding their return to work, is a key step towards positive change.<\/p>\n

When asked what other change Onika thinks is needed in the industry, she highlighted the importance of flexibility:<\/p>\n

\u201cI think there needs to be more conversations around remote working and flexibility. You shouldn\u2019t be penalised because you want to go pick your child up at 3:30.\u201d<\/em><\/p>\n

Given the demands Onika described earlier, juggling motherhood and a career made it difficult to maintain the same availability she once had, which is why factors like remote working can allow Onika to be more present in both facets of her life.<\/p>\n

When asked what advice she had for other mothers trying to navigate their return to work, Onika said this:<\/p>\n

\u201cMeet yourself where you\u2019re at and try and find the right recruiter and the right company that will help you with the flexibility. It\u2019s okay to be picky and it\u2019s okay to tell employers that you do want flexibility and things are different.\u201d<\/em><\/p>\n

A change in lifestyle and priorities does not signal that you have lost your drive, but instead means that your career motivation requires different fuel. Being honest about this change will allow you to find a role that truly suits your needs, rather than trying to fit into a position that no longer meets your requirements.<\/p>\n

A theme that kept resurfacing throughout our time speaking with Onika was the stigma around maternity leave. Onika captured this plainly: \u201cI feel like women just don\u2019t talk about it, because everyone\u2019s a mum, so what? Everyone goes through it. It\u2019s not anything new. But it is talked about a lot less than it should be.\u201d<\/p>\n

The silence does not come from indifference, but from a lack of space within the industry for these conversations to happen openly and without consequence. As put by Onika: \u201cThere still needs to be some kind of balance. There needs to be more flexibility for senior positions for women.\u201d<\/p>\n

Onika\u2019s story is not an anomaly. It is a reflection of a wider disparity between what the industry asks of its people, and what it offers in return. Closing that disparity begins with showing up and listening.<\/p>\n

Visit Jackson Barnes Recruitment\u2019s website\u00a0www.jbrecruitment.co.uk<\/a>\u00a0to learn more about how we connect top commercial talent with world-class media and events organisations.<\/p>\n

About Jackson Barnes Recruitment<\/strong><\/p>\n

Jackson Barnes Recruitment delivers international recruitment solutions within the events, media, and publishing sectors. Jackson Barnes recruits Graduate to MD level in the following positions:<\/p>\n

\u2022\u00a0Researcher<\/a><\/p>\n

\u2022\u00a0Conference producer<\/a><\/p>\n

\u2022\u00a0Event Marketing<\/a><\/p>\n

\u2022\u00a0Sales \u2013 delegate, sponsorship & Business Development<\/a><\/p>\n

\u2022\u00a0Event Manager<\/a><\/p>\n

\u2022\u00a0Editor<\/a><\/p>\n

We recruit for organisations in the UK and overseas, with success in London, Dubai, New York, Singapore and Australia.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u201cBefore I had a baby, I thought, I\u2019m going to have my baby, I\u2019m going to have maternity leave, I\u2019m going to have so much time, and then I\u2019m just going to go straight back to work, but it\u2019s just not as easy as that at all.\u201d Onika Akhtar Khalid has built an impressive career…<\/p>\n","protected":false},"author":25,"featured_media":7378,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","footnotes":""},"categories":[1],"tags":[],"class_list":["post-7375","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.jbrecruitment.co.uk\/af-api\/wp\/v2\/posts\/7375","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.jbrecruitment.co.uk\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.jbrecruitment.co.uk\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.jbrecruitment.co.uk\/af-api\/wp\/v2\/users\/25"}],"replies":[{"embeddable":true,"href":"https:\/\/www.jbrecruitment.co.uk\/af-api\/wp\/v2\/comments?post=7375"}],"version-history":[{"count":1,"href":"https:\/\/www.jbrecruitment.co.uk\/af-api\/wp\/v2\/posts\/7375\/revisions"}],"predecessor-version":[{"id":7379,"href":"https:\/\/www.jbrecruitment.co.uk\/af-api\/wp\/v2\/posts\/7375\/revisions\/7379"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.jbrecruitment.co.uk\/af-api\/wp\/v2\/media\/7378"}],"wp:attachment":[{"href":"https:\/\/www.jbrecruitment.co.uk\/af-api\/wp\/v2\/media?parent=7375"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.jbrecruitment.co.uk\/af-api\/wp\/v2\/categories?post=7375"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.jbrecruitment.co.uk\/af-api\/wp\/v2\/tags?post=7375"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}