Returning to work after maternity leave is a key step, often fraught with professional challenges. An HR manager shares her advice for transforming this moment into an opportunity and renegotiating your salary with confidence.
Returning to work after maternity leave is a pivotal step in your career. Between new personal priorities and resumption of professional responsibilities, this moment can also become a strategic opportunity. According to a human resources director, this is even one of the most relevant times to renegotiate your salary, provided you are well prepared.
Many employees hesitate to address the question of remuneration upon their return, for fear of appearing out of place or weakening their position. However, this moment is far from inappropriate. “Returning from maternity leave is a natural phase of reassessment, both for the company and for the employee”explains Juliette, HR director for a French automobile group.
During the absence, teams evolve, responsibilities can change, and objectives too. It is therefore a legitimate opportunity to take stock of its role and its value. The key to a successful negotiation lies above all in preparation. Even before returning, it is advisable to: find out about the current salary levels for your position, take stock of your achievements before departure, identify the skills acquired or strengthened, including during leave. “It’s not just about asking for an increase, but demonstrating why it is justified”specifies the manager.
No need to start the subject on the first day. The ideal is to wait a few weeks, time to get your bearings and re-appropriate your missions. A formal interview, often the return interview, can be a good gateway. The important thing is to choose a moment when the exchange can be calm, structured and constructive. The way you formulate your request is decisive.
It is recommended to avoid a defensive or emotional approach, and to favor a factual argument: evolution of the position, new responsibilities, past performance and future objectives. “Self-confidence plays a central role. You must accept your request as legitimate”underlines the HR department. If an immediate increase is not possible, other levers can be considered: a bonus, medium-term job development, benefits such as teleworking or greater flexibility. These elements can contribute to a better balance between professional and personal life, often sought after maternity leave.
Another important point, in France, there is a legal obligation that is often overlooked when returning from maternity leave. Article L.1225-26 of the Labor Code provides that an employee must benefit from automatic salary catch-up: her salary must be increased by the minimum of the increases granted during her absence, both general increases and the average of individual increases received by employees in the same category. In other words, she should not be financially penalized by her leave. This increase is mandatory and cannot be replaced by an exceptional bonus, even with the agreement of the employee, because it is a rule of public order aimed at guaranteeing professional equality between women and men.
Finally, the most important advice remains simple: dare. “Many women don’t ask, even though they could.”regrets the HR department. However, a negotiation, even if it does not succeed immediately, allows us to establish a framework and open up perspectives. Returning from maternity leave should not be seen as a hindrance, but as an opportunity to redefine one’s place in the company. With preparation and confidence, it is entirely possible to use it as a lever for professional development.
