The best companies don't just hire great women.
They keep them.
85% of professional mothers leave full-time work within three years. Most don’t leave because of motherhood. They leave because their organisation wasn’t built to hold them through it.
This is not an individual problem.
It is an organisational one.
The data is consistent, cross-sector, and worsening. Organisations that treat this as a personal issue will keep losing talent they spent years developing.
You already know
something is wrong
You’ve seen it. The high-performer who came back from maternity leave and was never quite the same. The manager who didn’t know what to say, so said nothing. The woman who handed in her notice six months after returning. Quietly, with no fanfare.
You offered flexible working. You sent the fruit basket. You did everything the handbook said. And it still wasn’t enough, because the handbook was written for a problem nobody had properly named.
The problem has a name. And once you understand it, everything looks different.
Standard approaches don't fix a developmental transition.
The women coming back from maternity leave are not diminished.
Unsupported, they look that way.
Supported, they are your most capable, grounded, values-driven leaders.
The question is whether your organisation is prepared to unlock that.
THE SUPPORT GAP
Well-being support treats symptoms, not transitions
Standard workplace support is designed for crisis, not transformation. Matrescence is a developmental transition, and it requires a different kind of response entirely. Short-term counselling doesn’t rebuild a professional identity or prepare managers to lead returning mothers well.
THE TIMING GAP
"Keeping in touch"
is not enough
Keep In Touch days and coffee catch-ups don’t address what’s actually happening during leave: a neurological and identity-level restructuring that takes 1–3 years. The most impactful moment to intervene is during maternity leave. By the time a resignation letter lands, the decision has usually been made for months.
Neglect is more expensive than support.
The cost of losing a senior mother is not abstract. It is calculable, consistent, and compounding year on year.
TURNOVER COST
Replacing one senior employee costs 33–200% of their annual salary in recruitment, onboarding, and lost institutional knowledge. A mother earning £60k who leaves represents up to £120,000 in direct cost, before accounting for her team’s productivity loss during the transition.
PRODUCTIVITIY & ENGAGEMENT
Mothers who return without support come back disengaged. 60% report workplace culture actively harming their wellbeing. Disengaged employees cost organisations an estimated 34% of their salary annually in lost productivity, compounding over the months before they eventually leave.
LEGAL & REPUTATIONAL RISK
77% of working mothers experience maternity or pregnancy discrimination. Employment Tribunal awards run to tens of thousands before legal fees. Poor maternal support is also increasingly visible on Glassdoor and LinkedIn, affecting talent acquisition across the whole business.
"How many senior mothers returned to your organisation last year? Multiply that number by £20,000. That is the minimum cost of doing nothing."
Built for matrescence. Not adapted from something else.
Mabbatical is the only programme built specifically around matrescence science. Based on the 50-year body of research on the developmental transition into motherhood. This is not a generic coaching product.
INSTEAD OF…
MABBATICAL DELIVERS
Generic coaching or well-being support sessions
→ Matrescence-specific methodology built on 50 years of science. The same framework used in peer-reviewed research and clinical practice.
Post-return intervention, when it is already too late
→ Support during leave, when identity is being rebuilt and the brain is most neuroplastic, not after the fracture has already formed.
Generic off-the-shelf content with no scientific grounding
→ Matrescence science delivered directly to employees through coaching, keynotes, and webinars built around where each woman actually is in her transition.
One-size-fits-all programmes that treat all returning mothers as identical
→ Staged engagement mapped to The Goo (0–6 months), The Emerge (6–12 months), and The Soar (1–3 years), matched to where each mother actually is.
Four ways we work with organisations
From a single keynote to a full embedded programme; we scope to your needs and your budget. Every engagement starts with a conversation, not a proposal.
01 Keynote & Speaking
The Conversation That Changes Everything
A powerful introduction to matrescence for leadership teams, all-hands events, Women’s Network sessions, and external conferences. Evidence-based, memorable, and immediately actionable.
- 45–90 minute keynote: in-person or virtual
- Executive Lunch & Learn: half-day, maximum 12 participants
- Panel participation: in-person or virtual
- Bespoke to your audience and context
02 Rise Up for Employees
The Framework, Delivered to Your Team
The Rise Up Mastermind, brought into your organisation for a cohort of employees. Twelve weeks of structured matrescence science, delivered in a group format, for mothers in the first three years of motherhood. The same rigour as our signature programme, scoped for your workforce.
- 12-week group programme for employee cohorts
- Based on the Rise Up matrescence framework
- Covers the four pillars: Self, Child, Connection, Ambition
- Mapped to the three phases: The Goo, The Emerge, The Soar
03 1:1 Coaching
Direct Access to Mags
Individual coaching with Mags for employees navigating matrescence. The most direct route to transformation. Available as a standalone engagement or alongside a broader organisational programme. By application only.
- 12-week 1:1 coaching programme
- Video sessions with Mags directly
- Available during leave or post-return
- By application: a short conversation determines fit
04 WEBINAR
The Science, Delivered to Your Screen
A focused, evidence-based session on matrescence, delivered live to your employees. The right format for organisations that want to start the conversation at scale without a full programme commitment. Accessible, practical, and immediately applicable to the women who need it most.
- 45–75 minutes, live and interactive
- Includes a dedicated Q&A with Mags
- Delivered virtually to any size audience
- Topic-focused: choose from the speaker kit, the phoenix report findings, or a bespoke brief
- Post-session resource pack included
Ready to stop losing the women you spent years developing?
Book a 30-minute discovery call. No pitch, no pressure. Just a conversation about what’s happening in your organisation and whether we’re the right fit.