The legal profession has long been associated with demanding hours and a presenteeism culture, but the landscape has shifted significantly. Hybrid working, agile policies and a sharper focus on wellbeing mean that combining a legal career with parenthood is now far more achievable than it once was.
If you are preparing to return from maternity leave, it is natural to reassess what you want from your career. Some lawyers are eager to step back into their previous role; others want to change practice area, move firm, reduce their hours or work more autonomously. Whatever your preference, UK employment law and a growing range of returner programmes give you more leverage than you might think.
Here are the main routes to consider when planning your next legal role.
Returning to your current employer
If you were happy in your previous role, going back to the same firm or organisation is often the simplest path. You have the statutory right to return to your job after Ordinary Maternity Leave (the first 26 weeks). If you take Additional Maternity Leave (up to a further 26 weeks), you are entitled to return to the same job unless it is not reasonably practicable, in which case your employer must offer you a suitable alternative on similar terms.
Before you go back, think about how you want to work. Since April 2024, all employees in Great Britain have the right to request flexible working from day one of employment. You can make up to two statutory flexible working requests within any 12-month period, and your employer must respond within two months. They must also consult with you before they can turn a request down, and they may only refuse for one of the permitted statutory reasons, such as an inability to reorganise work or a detrimental impact on quality.
Flexible arrangements in legal roles can include compressed hours, job shares, part-time hours, remote or hybrid working, and adjusted start and finish times. Put your request in writing, explain how the arrangement would work for clients and colleagues, and be ready to negotiate a trial period.
Finding a part-time legal role
Part-time and job-share positions are increasingly common, particularly in-house legal teams, local government, the public sector, charities and regulated industries. These employers often value senior legal expertise on a fractional basis and can offer more predictable hours than private practice.
Be clear about the salary and pension implications of reduced hours. Pay and employer pension contributions are usually pro rata, so check how this affects your long-term financial planning. It is also worth asking about professional development budgets, supervision and progression pathways, so that part-time status does not stall your career.
Specialist legal recruitment agencies, the Law Society’s jobs board and in-house networks such as the In-House Lawyers Group can be useful places to find advertised and unadvertised part-time opportunities.
Working as a consultant or freelance solicitor
The consultant solicitor model has grown in popularity. As a self-employed lawyer, you can control your caseload, set your hours and avoid the commute, while practising under the umbrella of a regulated firm or an alternative business structure.
This route can suit parents who want to keep a foot in the law without the structure of a traditional partnership or employed role. However, it is not a shortcut to an easier life: you remain responsible for your practising certificate, professional indemnity insurance, anti-money laundering compliance, data protection obligations and tax affairs. Many consultant solicitors use a regulated platform or law firm that provides back-office support, but you should compare fee structures, insurance cover and supervision arrangements carefully before signing up.
The Law Society and Solicitors Regulation Authority publish guidance on freelance practice, and speaking to an accountant who understands the legal sector is a sensible first step.
Moving to a new firm or changing practice area
Maternity leave can be a natural point to pivot. You might want to move from private practice to an in-house role, switch from litigation to advisory work, or leave a high-pressure specialism for something with steadier hours.
Return-to-work programmes, career academies and “returnship” schemes are run by several large law firms, the public sector and organisations such as Women Returners and STEM Returners. These programmes offer structured re-entry, training, mentoring and sometimes a permanent role at the end. Even where no formal scheme exists, many firms are open to hiring experienced lawyers who have taken a career break.
Update your CV and LinkedIn profile to reflect your skills rather than every career gap. Be prepared to explain what you have kept current during leave—pro bono work, volunteering, continuing professional development or Keeping in Touch days all count.
Knowing your rights and where to get support
UK law protects you from maternity discrimination, pregnancy discrimination and unfavourable treatment because you are on maternity leave. If you are made redundant while pregnant or on maternity leave, you must be offered any suitable alternative vacancy before it is offered to other employees. You also have the right to paid Keeping in Touch days without ending your maternity leave or pay.
If you encounter problems, organisations such as ACAS, Maternity Action and your trade union can provide free advice. The Law Society and CILEX also run resources for solicitors and chartered legal executives returning from family leave.
Conclusion
Returning to law after maternity leave is a significant transition, but it is also an opportunity to design a working life that fits your family and your ambitions. Whether you stay put, go part-time, freelance or move employer, the key is to understand your rights, research your options and build a support network around you. Confidence often takes time to rebuild after a long break, so be patient with yourself—and ask for the flexibility you are entitled to.
