As a business owner and new mum, I’ve navigated the complexities of balancing professional responsibilities with the demands of motherhood. These experiences have truly illuminated the shortcomings of traditional maternity leave models, both from the perspective of an employer and as a parent. This insight inspired me to design a solution that not only supports businesses but also empowers families, particularly mothers, during this pivotal phase.
The idea for rethinking traditional maternity leave cover emerged from my own lived experience as a business owner and new parent. When I went on leave, I found myself grappling with maintaining business continuity as I was the key business driver for my company. Similarly, during my own maternity leave, I found myself wanting to be with my new family and was navigating all of the challenges that come with returning to the workforce post-pregnancy. It was then that I saw, quite clearly, all of the current system’s gaps and this drove me to construct a more effective solution.
Traditional maternity leave cover often relies on hiring a single temporary replacement, which can be a daunting task. The pool of candidates willing to commit to a short-term role is shallow, and finding someone whose skills align perfectly with the position can be really challenging. This approach often leaves businesses vulnerable to skill gaps, operational inefficiencies or staff burnout as other team members pick up the overflow.
For parents, the journey is equally, if not more, challenging. Financial insecurity looms large, with many experiencing significant income reduction during leave. The absence of superannuation contributions during this period exacerbates long-term financial disparities, contributing to the broader gender superannuation gap. Moreover, workplace discrimination remains alarmingly prevalent; a study by the University of South Australia revealed that over 60% of new mothers returning to work felt their opinions were ignored, faced exclusion, and were assigned unmanageable workloads. Upon returning, parents often confront inflexible work arrangements, with expectations to resume full-time hours—a demand misaligned with the realities of new parenthood.
Reflecting on this, I thought, wouldn’t it be great if businesses could not only survive during such periods but actually thrive? This question became the catalyst for developing a more comprehensive and supportive maternity leave model that I hope Australian businesses can be open to adopting.
At Cake, we’ve pioneered a model that replaces the traditional one-for-one maternity leave cover with a team-based approach. Instead of relying on a single temporary contractor, businesses gain access to a curated team of experts, each bringing specialised skills tailored to the company’s needs during the maternity leave period.
This approach ensures that all aspects of the role are covered by professionals with the relevant expertise, providing continuity and maintaining, or even enhancing, business performance.
Beyond the operational benefits for businesses, this refreshed take on leave profoundly impacts parents, particularly mothers. Knowing their roles are supported by a team provides peace of mind during maternity leave and it facilitates a smoother transition back to work, reducing anxiety and promoting a healthier work-life balance.
When businesses thrive and families are supported, our communities can flourish. It’s an opportunity for businesses to join us in being part of the solution and not just part of the conversation anymore, and be the beneficiaries of that solution.
I want to encourage Australian businesses to take a good hard look at how they support their employees more effectively through flexible maternity leave cover. It leads to so many beneficial outcomes —enhanced loyalty, reduced turnover and a more inclusive workplace culture.
I’ve always believed that better businesses and stronger communities start at home, and so I’m using this moment to charge businesses to rethink and reshape their approach to maternity leave, or at least be open to alternative solutions that address the huge shortcomings of the current system.
