# Maternity Leave Returns Face Significant Corporate Integration Challenges Quebec study reveals a persistent gap between employer support and working mothers' needs. - **Source:** [Le Devoir](https://www.ledevoir.com) - **Published:** 2026-11-12 - **Topic:** [careers](https://brifing.si/c/careers) - **Original article:** - **On Brifing:** https://brifing.si/s/6dbf79cc-8d27-4953-87f9-c53359795229 ## Persistent Challenges for Mothers Returning to the workforce after maternity leave remains a complex transition for many women in Quebec. Despite legal rights established in 1973, a recent Léger survey indicates that 68% of mothers find the reintegration process difficult. High mental load, fatigue, and persistent feelings of guilt are reported by a vast majority of respondents. ## The Employer Preparation Gap Data shows a significant misalignment between corporate readiness and employee requirements. Approximately 58% of surveyed women felt their return was poorly prepared by their employers. This lack of structure often stems from limited internal resources, as 74% of participating companies lack dedicated human resources teams to manage such transitions effectively and professionally. ## Psychological and Emotional Impact The dual pressure of balancing professional expectations with family responsibilities creates intense psychological strain. Three-quarters of mothers report experiencing stress, anxiety, or feeling overwhelmed during their return. Experts note that this conflict often manifests as a constant struggle to prove competence at work while simultaneously managing guilt regarding their domestic roles. ## Flexibility Versus Long-term Support While 75% of women acknowledge having some flexibility, such as remote work or adjusted schedules, current measures often focus solely on immediate logistics. Noémie Villiard of the JCCFQ highlights that 68% of mothers require sustained, long-term accompaniment. Current corporate policies frequently fail to provide the ongoing support necessary beyond the initial weeks. ## Comparing Leave Management Models Advocates suggest that maternity leave should be treated similarly to medical leave, where workloads are systematically lightened and adapted upon return. Currently, this parity is missing in many workplaces. Implementing a progressive return model could mitigate productivity losses and reduce the overall burden on both the returning employee and their immediate team. ## Resource Constraints in SMEs Small and medium-sized enterprises often lack the capacity to provide formal reintegration programs. It is not necessarily a lack of willingness, but rather a deficiency in time and financial resources. The RJCCQ is currently lobbying for government-funded training programs to help these businesses better manage the return of their employees. ## Professional Growth Potential Despite the hurdles, 77% of mothers believe that professional advancement remains possible within their current workplaces. This suggests that the desire for career progression is intact, provided that the environment supports their transition. Employers who successfully bridge this gap stand to benefit from higher retention rates and maintained team productivity levels. ## Systemic Benefits of Support Effective reintegration is a collective gain for the entire organization, not just the individual mother. A poorly managed return negatively impacts team workload and overall operational efficiency. By formalizing support structures, companies can ensure that managers, teams, and returning employees all contribute to a more stable and productive working environment. ## Sources covering this story - https://www.ledevoir.com/economie/1024235/retour-conge-maternite-toujours-angle-mort-entreprises — --- _Summary written by Brifing from the original reporting. Copyright in the original article belongs to its publisher; read the full piece at the link above._